POSH Training & Workplace Awareness
POSH training helps employees understand what sexual harassment at work is, how to raise a concern and what the Internal Committee does. The POSH Act, 2013 requires employers to organise workshops and awareness programmes at regular intervals, and orientation programmes for the members of the Internal Committee.
Sessions are built around the organisation’s own policy and Committee, for employees, for managers and for Committee members, whose training covers how an inquiry is run. The number of awareness programmes held is one of the items in the Committee’s annual report.
When you need it
When new people join
New employees, interns and contract staff should know the policy and the Committee from their first weeks, not after something goes wrong.
As a regular refresher
The Act requires awareness programmes at regular intervals. Many organisations run a session for all staff once a year.
When a Committee is formed or changes
New Committee members need to understand the inquiry procedure, timelines, confidentiality and how to write a report that will stand up if challenged.
For managers
Managers are often the first to hear a concern. They need to know how to respond, what not to do and when to direct someone to the Committee.
After a complaint or an audit
A complaint, or a question from a client or investor about training records, is often the point at which an organisation reviews its programme.
How the process works
Five stages, from understanding the organisation to the records the annual report needs. Timings are typical, not promised.
- 1
Understand the organisation
Usually a week before the first sessionReview the POSH policy, the Committee, the make-up and locations of the workforce, and any concerns raised in the past, so that sessions reflect how the organisation actually works.
Documents
- The POSH policy and the order constituting the Internal Committee
- The number of employees and where they work
- 2
Plan sessions by audience
Alongside the reviewAgree separate sessions for employees, for managers and for Committee members, the languages needed, and whether each is held in person in Gurugram and the NCR or online.
- 3
Employee awareness sessions
About an hour per sessionWhat sexual harassment at the workplace means under the Act, with practical examples including online conduct, how to raise a concern, what the Committee does, confidentiality and protection against retaliation.
- 4
Manager and Committee sessions
Half a day for Committee membersFor managers: responding to a concern and the duty not to discourage a complaint. For Committee members: conciliation, conducting an inquiry fairly, the principles of natural justice, the statutory timelines and writing the report.
- 5
Records
After each sessionKeep attendance, dates and materials for each session. The Committee’s annual report must state the number of workshops and awareness programmes carried out.
Common questions
Yes. Section 19 of the POSH Act requires employers to organise workshops and awareness programmes at regular intervals, and the 2013 Rules require orientation and skill-building programmes for Internal Committee members.
The Act says "at regular intervals" without fixing a period. Many organisations hold sessions for all employees once a year and train new joiners as they arrive, with separate sessions when Committee members change.
Everyone who works in the organisation, including interns, trainees and contract staff, with separate, more detailed sessions for managers and for Internal Committee members.
Yes. Training is for all employees. The Act protects women, but men need to understand what conduct amounts to sexual harassment, and many organisations have gender-neutral policies that protect everyone.
The Act does not provide for any certificate for employers, employees or trainers. What matters is that training is actually held, fits the organisation’s policy, and is recorded for the annual report.
Yes. Online sessions suit distributed teams. Committee training works better live, in person or by video, because it involves practising the steps of an inquiry.
It goes into procedure: receiving a complaint, conciliation, interim relief, notices, hearing both sides, evidence, confidentiality, the 90-day timeline and writing a reasoned report.
Related
To discuss POSH training, write to info@ireniclegal.com or call +91 96547 47331. Written by Adv. Kanika Marwaha Bindal; last updated 29 September 2026.