Human Rights
Tata Projects is committed to upholding and promoting human
rights across its operations and value chain. This commitment is
embedded in a comprehensive framework of policies and practices
that ensure fair, ethical and respectful treatment of all
employees and stakeholders. Our policies are periodically
reviewed and updated to remain aligned with evolving legal
requirements, global standards and best practices. Any revisions
are communicated clearly across the organisation to ensure
awareness, understanding and consistent implementation.
In FY2026, Tata Projects successfully conducted specialised
Human Rights awareness sessions, where 5,247 employees completed
the e-module on business and human rights.
100% of security personnel have received formal training on the
organisation's human rights policies, as well as specific
procedures governing their application to security operations.
During FY2026, a total of 361 security personnel were deployed
across the organisation through two primary agencies, Terrier
and Geekay. All deployed personnel were covered under human
rights training, ensuring full compliance with the
organisation's standards.
Freedom of Association and Collective Bargaining
The Company does not interfere with the right of workers to
express themselves freely, nor their right to access information
that enables them to perform their work properly. It is the
choice of each worker whether or not they wish to join a trade
union, and the Company respects those choices. Employees
performing the same work to the same standards of flexibility
and productivity will receive comparable remuneration and
employment conditions, whether employed under individual or
collective agreements.
Prevention of Sexual Harassment (POSH)
We maintain a zero-tolerance stance against sexual harassment in
the workplace and are committed to fostering an environment
where every individual is treated with respect and dignity. Our
goal is to create a workplace where people operate as equals,
free from bias or exploitation. Clear policies and procedures
are in place to address complaints in accordance with the
provisions of the Sexual Harassment of Women at Workplace
(Prevention, Prohibition and Redressal) Act, 2013. The Company
adheres to the principle of gender neutrality, and complaints
involving individuals or situations not covered under the Act
are addressed as per the Tata Code of Conduct and applicable
Company service rules.
An Internal POSH Committee, comprising members from corporate
offices, project sites, and external representatives, is in
place to handle such matters and can be reached at
posh@tataprojects.com.
Additionally, POSH awareness is reinforced through a dedicated
module within the mandatory TCoC e-learning programme, which all
employees are required to complete.
During the year, eight POSH cases were registered, all of which
were addressed in accordance with our established policies and
procedures.
Grievance Redressal Mechanism for POSH
We follow a consistent process for receiving, inquiring into,
and investigating complaints raised by employees, while also
providing reasonable accommodation to employees with
disabilities to enable their participation in the process.
Complaints are generally expected to be reported within 30 days
of the incident, with investigations and resolution targeted
within 90 days; in exceptional circumstances, this timeline may
be extended by a further 90 days. We maintain a strict
non-retaliation approach and do not tolerate harassment,
victimisation, or any form of adverse treatment against
employees who raise genuine concerns in good faith.
Grievances relating to prevention of sexual harassment are
governed by our POSH Policy and handled through the Internal
Committee, with substantiated cases addressed in line with
disciplinary and consequence management guidelines. In matters
relating to transgender employees, complaints are addressed in
accordance with the Transgender Persons (Protection of Rights)
Act, 2019 through designated officers and our Diversity and
Inclusion function.
Employees may raise concerns through multiple designated
channels, including the Liaison Officer, Complaint Officer, POSH
Presiding Officer, or the D and I team. Confidentiality of the
complainant is safeguarded throughout the process, and
corrective action is taken based on inquiry findings. Where
required, dedicated Grievance Redressal Cells may also be
constituted with support from employee resource groups to ensure
equitable resolution of concerns.
Digitising Grievance Redressal for Trainees
In June 2025, Tata Projects introduced a centralised, digital
grievance redressal platform for trainees, replacing the earlier
email-based process. Accessible at
https://dx.tataprojects.com/app/41, the app enables trainees to
raise concerns seamlessly, while equipping HR teams with
structured workflows to manage and resolve cases efficiently.
With real-time tracking, automated processes and greater
visibility, the initiative strengthens fairness, responsiveness
and overall employee experience.
Key features
-
Digitised Grievance Submission:
Trainees can easily log grievances in the application
-
Streamlined Review Process:
Site HR and Campus HR teams can efficiently review grievance
details, categorise issues, and manage the resolution
workflow.
-
Enhanced Transparency:
Users can track the status of their grievances in real-time,
from submission to resolution.
-
Improved Efficiency:
Automated workflows and clear visibility reduce processing
times and administrative burden.
