What SEBI asks, verbatim
Number of Complaints on the following made by employees and workers: Sexual Harassment, Discrimination at workplace, Child Labour, Forced Labour / Involuntary Labour, Wages, Other human rights related issues
For each category: number filed during the year and number pending resolution at end of year, for current and previous FY.
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
Report how many complaints employees and workers filed for each of the listed issues—sexual harassment, discrimination, child labour, forced labour, wages, and other human‑rights matters. Include the total filed during the year and how many are still unresolved at year‑end, for both the current and previous fiscal year. Companies usually pull this data from their internal HR or grievance‑management systems.
What a complete, assurance-ready answer contains
A complete, assurance‑ready answer lists, for each category, the total number of complaints filed during the current fiscal year and the number still pending at year‑end, and repeats the same figures for the preceding fiscal year. The data should be disaggregated by complaint type, with a clear audit trail (e.g., HR or grievance system logs) and a brief narrative explaining any significant changes or trends. A common gap is omitting the pending‑resolution count or failing to provide the previous‑year comparison, which prevents a proper trend analysis.
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-E6 ask for?
Report how many complaints employees and workers filed for each of the listed issues—sexual harassment, discrimination, child labour, forced labour, wages, and other human‑rights matters. Include the total filed during the year and how many are still unresolved at year‑end, for both the current and previous fiscal year. Companies usually pull this data from their internal HR or grievance‑management systems.
Is BRSR P5-E6 an Essential or a Leadership indicator?
P5-E6 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-E6?
HR / Legal. Usually found in policy, grievance and due-diligence records. Forward to your HR or Legal team.
What unit does P5-E6 use?
count. 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-E6 look like?
A complete, assurance‑ready answer lists, for each category, the total number of complaints filed during the current fiscal year and the number still pending at year‑end, and repeats the same figures for the preceding fiscal year. The data should be disaggregated by complaint type, with a clear audit trail (e.g., HR or grievance system logs) and a brief narrative explaining any significant changes or trends. A common gap is omitting the pending‑resolution count or failing to provide the previous‑year comparison, which prevents a proper trend analysis.
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)
Internal mechanism to handle human-rights grievances (brief)
POSH complaints (sexual harassment) filed this year
See P5-E6 against a real client
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