Section 2(o) of The Sexual Harrasment of Women at workplace(Prevention, Prohibition and Redressal) Act 2013 defines workplace as—

• Any department, organisation, undertaking, establishment, enterprise, institution, office, branch or unit which is established, owned, controlled or wholly or substantially financed by funds provided directly or indirectly by the appropriate Government or the local authority or a Government company or a corporation or a co-operative society;
• Any private sector organisation or a private venture, undertaking, enterprise, institution, establishment, society, trust, non-governmental organisation, unit or service provider carrying on commercial, professional, vocational, educational, entertainmental, industrial, health services or financial activities including production, supply, sale, distribution or service;
• Hospitals or Nursing homes;
• Any sports institute, stadium, sports complex or competition or games venue, whether residential or not used for training, sports or other activities relating thereto;
• Any place visited by the employee arising out of or during the course of employment including transportation by the employer for undertaking such journey;
• A dwelling place or a house;

• Provide a safe working environment at the workplace which shall include safety from the persons coming into contact at the workplace.
• Display at any conspicuous place in the workplace, the penal consequences of sexual harassments: and the order constituting, the Internal Committee.
• Provide necessary facilities to the Internal Committee for dealing with the complaint and conducting an inquiry.
• Assist in securing the attendance of respondent and witnesses before the Internal Committee.
• Make available such information to the Internal Committee as it may require having regard to the complaint.
• Provide assistance to the woman if she so chooses to file a complaint in relation to the offence under the Indian Penal Code.
• Cause to initiate action, under the Indian Penal Code or any other law for the time being in force, against the perpetrator, or if the aggrieved woman so desires, where the perpetrator is not an employee, in the workplace at which the incident of sexual harassment took place.
• Treat sexual harassment as a misconduct under the service rules and initiate action for such misconduct.
• Monitor the timely submission of reports by the Internal Committee.
• Organise workshops and awareness programmes at regular intervals for sensitising the employees with the provisions of the Act and orientation programmes for the members of the Internal Committee.
• Formulate and widely disseminate an internal policy or charter or resolution or declaration for prohibition, prevention and redressal of sexual harassment at the workplace intended to promote gender sensitive safe spaces and remove underlying factors that contribute towards a hostile work environment against women.
• Carry out orientation programmes and seminars for the Members of the Internal Committee .
• Carry out employees awareness programmes and create forum for dialogues which may involve Panchayati Raj Institutions, Gram Sabha, women’s groups, mothers’ committee, adolescent groups, urban local bodies and any other body as may be considered necessary.
• Conduct capacity building and skill building programmes for the Members of the Internal Committee.
• Declare the names and contact details of all the Members of the Internal Committee.
• Use modules developed by the State Governments to conduct workshops and awareness programmes for sensitising the employees with the provisions of the Act.