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Legal Compliance · Workplace Safety

POSH Training for
Employees &
Internal Committee

Build a workplace where every woman feels safe, respected, and empowered. Our expert-led POSH training programs help organizations comply with the Sexual Harassment of Women at Workplace Act, 2013 — and more importantly, build a culture of dignity.

Book a Training Session Explore Programs
100% Legal Compliance
Certified Trainers
50+ Organizations Trained

Employee Awareness Training

Comprehensive sessions covering POSH law, recognizing harassment, reporting mechanisms, and building a culture of respect in the workplace.

Internal Committee (IC) Training

Specialized legal training for IC members on inquiry procedures, natural justice, documentation, and case management under the POSH Act.

50+ Organizations Served
2013 Law Year
₹50K Non-Compliance Fine
POSH Act 2013 Compliant
Certified Legal Trainers
50+ Companies Trained
Hindi & English Sessions
Online & On-Site Delivery
Indian workplace POSH law awareness

Prevention, Prohibition & Redressal

POSH Act 2013 — India's cornerstone workplace safety legislation

2013 Year of
Enactment
Understanding the Law

What is the POSH Act?

India's landmark legislation protecting women at work — and why every organization must comply.

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 — commonly called the POSH Act — is a comprehensive Indian law enacted to protect women employees from sexual harassment at their workplaces. It emerged from the landmark Vishaka Guidelines laid down by the Supreme Court of India in 1997.

⚖️ The POSH Act applies to every organization with 10 or more employees in India — including private companies, NGOs, government bodies, hospitals, educational institutions, and even domestic workers' employers.

Mandatory IC (Internal Committee)

Every employer must constitute an IC with at least 4 members, including a Presiding Officer (senior woman employee) and an external member from an NGO.

Annual Report Submission

Organizations must file an Annual Report with the District Officer detailing the number of complaints received, disposed of, and pending.

Mandatory Awareness Programs

Section 19 of the Act requires employers to organize regular sensitization and awareness workshops for all employees.

Penalties for Non-Compliance

Failure to comply with the POSH Act can attract fines up to ₹50,000, cancellation of business licenses, and reputational damage.

Broad Definition of Workplace

Includes not just offices, but also client sites, remote work locations, work-related travel, training venues, and digital/online work environments.

Know & Recognize

Sexual Harassment at Workplace — What You Must Know

Awareness is the first step to prevention. Understanding what constitutes harassment empowers every employee to act — and protect.

Physical Harassment

Any unwelcome physical contact or advances — touching, patting, brushing against a person, or blocking their movement without consent.

Verbal Harassment

Sexually coloured remarks, jokes, comments about appearance or body, repeated personal questions, whistling, or innuendos — whether in-person or over calls.

Visual Harassment

Displaying pornographic material, sending inappropriate images or memes, staring or leering in a way that creates discomfort or a hostile work environment.

Digital / Cyber Harassment

Unsolicited explicit messages, emails, WhatsApp texts, social media DMs, or video calls of a sexual nature. Cyber harassment is fully covered under the POSH Act.

Quid Pro Quo Harassment

When a supervisor or person in authority makes sexual favours a condition for employment benefits such as promotions, increments, assignments, or transfers.

Hostile Work Environment

Behaviour that makes the workplace intimidating, offensive, or uncomfortable for a woman — even without direct physical contact or explicit demands.

Who is Protected?

  • All women employees — permanent, temporary, contractual, or part-time
  • Interns, trainees, apprentices, and volunteers
  • Women working at client or vendor sites on behalf of the organization
  • Domestic workers employed at home (through Local Complaints Committee)
  • Women on work-related travel or attending work events

Common Misconceptions

  • "It was just a joke" — intent does not matter; the impact on the victim does
  • "She didn't say no clearly" — the absence of a 'no' is not consent
  • "It happened outside office hours" — workplace extends to all work-related contexts
  • "We're a small company, POSH doesn't apply to us" — it applies from 10+ employees
  • "Complaints must be made within 3 months" — extensions are allowed in special circumstances
Our Training Programs

Two Specialized POSH Training Programs

Tailored training for two distinct audiences — because employees and committee members have very different needs under the law.

For All Employees

Employee POSH
Awareness Training

A sensitization program to make every team member aware of their rights, responsibilities, and how to report harassment.

What's Covered
  • Introduction to POSH Act 2013 — what the law says and why it matters
  • Defining sexual harassment — physical, verbal, visual, digital, and quid pro quo
  • Understanding what constitutes a hostile work environment
  • The complaint mechanism — how and where to report harassment
  • Bystander intervention — how to help as a witness
  • Employee rights, protections against retaliation, and confidentiality
  • Real-life scenarios, case studies, and interactive Q&A
1 Hour
Online / On-Site
Hindi & English
Ideal for all team members & new joiners Get a Quote
For IC Members

Internal Committee
(IC) Specialized Training

A deep-dive legal training for IC members on conducting fair, legally sound inquiries under the POSH Act.

What's Covered
  • IC constitution, powers, and responsibilities under the POSH Act
  • Receiving and processing written complaints — timelines and procedures
  • Principles of natural justice — fair hearing for complainant and respondent
  • Conducting a confidential, unbiased inquiry from start to finish
  • Evidence collection, witness examination, and documentation standards
  • Drafting the Inquiry Report and recommending appropriate action
  • Annual report preparation and filing obligations
1 Hour
Online / On-Site
Hindi & English
For IC Presiding Officers & Members Get a Quote
Our Process

How We Deliver Training

A simple, end-to-end process designed to make POSH compliance effortless for your organization.

1

No Cost Consultation

Share your organization's size, industry, and specific needs. We assess what training is required and propose a customized plan.

2

Program Customization

Our experts tailor content to your sector — IT, manufacturing, healthcare, finance — with relevant case studies and scenarios.

3

Training Delivery

Engaging sessions conducted online (via Zoom/Teams) or on-site. Interactive, scenario-based, in Hindi or English.

4

Compliance Documentation

Receive attendance records, and documentation to support your annual POSH compliance report.

Professional POSH training consultants India
50+ Organizations Trained
100% Compliance Assurance
Why INEXUS

Why Organizations Choose Us

We combine legal precision with empathetic delivery — because compliance is not just about law, it's about people.

Expert Legal Faculty

Training delivered by practising lawyers and POSH specialists with deep knowledge of Indian labour and sexual harassment law.

Customized Content

Not a generic deck. We tailor every training to your industry, company culture, and employee demographics.

Empathetic Approach

We create a safe space for open conversation — so employees feel comfortable discussing sensitive issues without fear.

Full Documentation

Receive all compliance records — attendance registers, certificates, and a training completion report for audits.

Post-Training Support

Our POSH consultants remain available for follow-up queries, IC review, and ongoing compliance advisory.

Bilingual Delivery

Sessions conducted in English and Hindi to ensure maximum understanding across all employee levels and regions.

Client Stories

What Our Clients Say

Trusted by HR leaders, legal teams, and management across India.

★★★★★

"INEXUS delivered an exceptional POSH training session for our 300-member team. The trainer made a complex legal subject relatable and engaging. Our employees felt genuinely heard and informed. Highly recommended."

RK
Ritu Kapoor Head of HR, Manufacturing Co., Delhi
★★★★★

"Our IC members had no idea how to conduct a proper inquiry. The IC-specific training from INEXUS gave them clarity, confidence, and the documentation tools they needed. Outstanding quality of content."

AS
Ananya Sharma Legal Head, IT Services Firm, Bengaluru
★★★★★

"We were confused about whether POSH applied to our startup of 15 people. INEXUS clarified everything, helped us set up our IC, and trained both employees and the committee in a single day. Excellent service."

PM
Priya Mehta Founder, D2C Startup, Mumbai
Frequently Asked

Questions About POSH

Answers to the most common questions employers, employees, and HR professionals ask about POSH.

Still have questions?

Our POSH consultants are available Mon–Fri, 10 AM – 6 PM for a No Cost Consultation.

+91 85068 74280
The POSH Act (Prevention, Prohibition and Redressal of Sexual Harassment of Women at Workplace Act, 2013) is an Indian law that mandates organizations with 10 or more employees to create a safe, harassment-free workplace for women. It applies to all industries, sectors, and types of employment — private, public, organized, and unorganized.
Yes. Under Section 19(c) of the POSH Act, every employer is legally required to organize workshops and awareness programs for employees on a regular basis. Failure to do so is a violation of the Act and can result in penalties, including fines up to ₹50,000 and cancellation of business licenses.
POSH training is needed by two groups: (1) All employees — including managers, contractual staff, and new joiners — should undergo a general awareness session covering rights, definition of harassment, and the complaint mechanism. (2) IC (Internal Committee) members need specialized training on conducting inquiries, natural justice, evidence collection, and report writing. INEXUS offers distinct programs for both groups.
Not having an IC in place is a direct violation of the POSH Act. Penalties include fines up to ₹50,000 for the first offence. Repeat violations can lead to double the penalty and cancellation of the organization's license or registration. Additionally, the organization may face reputational and legal risk if a harassment complaint is filed and there is no functioning IC.
The POSH Act 2013 specifically protects women employees. However, many progressive organizations adopt gender-neutral workplace harassment policies that allow men, transgender persons, or non-binary individuals to file complaints through internal channels. INEXUS can help organizations draft gender-inclusive workplace conduct policies alongside POSH compliance.
Yes. With the rise of remote work, regulators and courts have clarified that the POSH Act covers digital and virtual workplaces. Harassment via WhatsApp, email, video calls, or other digital means during work hours or work-related communication is fully covered under the Act. Employers are expected to include digital harassment in their POSH policies.
The POSH Act specifies that the inquiry must be completed within 60 days. Once the report is submitted, the employer must act on the recommendations within 60 days. The total process from complaint to final action should ideally conclude within 90 days. INEXUS's IC training covers all these timelines in detail to ensure compliance.
Take Action Today

Make Your Workplace Safe,
Compliant & Empowering

POSH compliance is not a checkbox — it's a commitment to your people. Let INEXUS help you build a workplace culture where every employee feels valued, protected, and respected.

Book a No Cost Consultation +91 85068 74280