What SEBI asks, verbatim
Describe the internal mechanisms in place to redress grievances related to human rights issues
Describe internal grievance mechanisms for human rights issues. Mechanisms should be accessible, fair, effective, and transparent.
Quoted from the SEBI BRSR Format as amended March 2025, with measurement guidance from the ICAI Background Material on BRSR, Revised Edition 2024, page 126.
In plain English
Explain what the company must say about how it handles complaints about human rights. The company should describe the internal process it has for people to raise concerns, how it investigates and resolves them, and how it keeps the process open and fair. This information usually comes from the company’s internal grievance‑handling policy and the people who run that policy.
What a complete, assurance-ready answer contains
A complete, assurance‑ready answer lists the formal grievance‑redress framework, including the governing policy, the hierarchy of escalation, and the roles of designated officers or committees. It provides evidence of accessibility (e.g., multiple channels, multilingual support), fairness (independent review, confidentiality safeguards), effectiveness (time‑to‑resolution metrics, outcome tracking), and transparency (public reporting of cases and outcomes). A common gap is the omission of documented performance indicators or audit trails that demonstrate the mechanism’s actual operation over the reporting period.
Describes the completeness and granularity an assurer expects. No company figures are named.
Where the data comes from
Usually found in policy, grievance and due-diligence records. Forward to your HR or Legal team.
Much of what BRSR asks for already exists in filings the company makes elsewhere, such as Pollution Control Board consents, PAT returns, hazardous-waste manifests and EPR registrations. The free gap analysis cross-references those filings against all 108 fields and shows which are already covered.
Frequently asked questions
What does BRSR P5-E5 ask for?
Explain what the company must say about how it handles complaints about human rights. The company should describe the internal process it has for people to raise concerns, how it investigates and resolves them, and how it keeps the process open and fair. This information usually comes from the company’s internal grievance‑handling policy and the people who run that policy.
Is BRSR P5-E5 an Essential or a Leadership indicator?
P5-E5 is an Essential indicator, so it is mandatory for every BRSR filer. It sits under Principle 5, Human Rights.
Who inside the company holds the data for P5-E5?
HR / Legal. Usually found in policy, grievance and due-diligence records. Forward to your HR or Legal team.
What unit does P5-E5 use?
narrative. Reporting in the wrong unit, or switching the denominator of an intensity ratio between years, is one of the more common reasons a figure has to be restated.
What does a complete answer to P5-E5 look like?
A complete, assurance‑ready answer lists the formal grievance‑redress framework, including the governing policy, the hierarchy of escalation, and the roles of designated officers or committees. It provides evidence of accessibility (e.g., multiple channels, multilingual support), fairness (independent review, confidentiality safeguards), effectiveness (time‑to‑resolution metrics, outcome tracking), and transparency (public reporting of cases and outcomes). A common gap is the omission of documented performance indicators or audit trails that demonstrate the mechanism’s actual operation over the reporting period.
Other disclosures under Principle 5
Employees and workers trained on human rights (count, %)
Employees and workers paid at or above minimum wage (count, %)
Median remuneration and the male-to-female pay ratio
Do you have a person / committee responsible for human-rights issues? (Yes/No)
Complaints on harassment, discrimination, child labour, forced labour, wages (count)
POSH complaints (sexual harassment) filed this year
See P5-E5 against a real client
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