SC&A Legal provides POSH Training for Employees in India for organisations seeking structured workplace sexual harassment awareness and compliance training. Our training services cover employee awareness, management sensitisation, Internal Committee orientation, workplace conduct, complaint handling, confidentiality and the legal framework under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
The training is designed for organisations at different stages of POSH compliance. This includes businesses establishing their Internal Committee, organisations conducting periodic employee sessions and employers seeking focused training for committee members. Sessions can be structured for employees, managers, HR teams, senior leadership and Internal Committee members based on their respective responsibilities.
The POSH Act provides a statutory framework for prevention, prohibition and redressal of sexual harassment of women at the workplace. India Code records the Act as a Central Act and identifies provisions covering Internal Committees, complaints, inquiry, employer duties, appeals and penalties for non-compliance.
Our employee sessions focus on workplace conduct, inappropriate behaviour, sexual harassment, reporting mechanisms and the responsibilities of employees under the POSH framework. The sessions use practical workplace situations to help employees understand how inappropriate conduct may arise in professional interactions, including communication through email, messaging platforms, meetings, business travel and work-related events. The training also explains the importance of maintaining a respectful workplace and following the organisation’s internal POSH policy.
Managers often receive complaints or disclosures before an Internal Committee becomes involved. Their response can influence how a matter progresses within the organisation. Our management sessions cover appropriate responses to complaints, confidentiality, escalation, workplace conduct and the distinction between informal workplace concerns and matters requiring action under the POSH framework.
Internal Committee members have specific responsibilities under the POSH Act. Our training helps committee members understand their role, complaint handling responsibilities, inquiry procedures, confidentiality requirements, documentation and reporting obligations. The statutory framework contains separate provisions concerning the constitution of the Internal Committee, complaints and inquiry.
HR professionals often coordinate organisational POSH processes. Our sessions cover the interaction between HR functions and the Internal Committee, handling complaints, maintaining appropriate records, communicating with employees and supporting procedural compliance without interfering with the committee’s independent functions.
Senior management training focuses on leadership responsibilities, workplace culture, organisational processes and the legal consequences of inadequate POSH compliance. The sessions can be structured for directors, founders, partners, business heads and senior management teams.
Newly appointed Internal Committee members may require an orientation on their statutory role and the process followed when a complaint is received. The training covers the committee’s functions, procedural safeguards, confidentiality, inquiry responsibilities and preparation of relevant records.
Our sessions explain the POSH rules in practical terms and relate the legal requirements to workplace situations. Employees are introduced to the organisation’s reporting structure, internal policy and the role of the Internal Committee. The content can be adapted to the organisation’s workplace structure and internal procedures.
Employees receive practical guidance on professional communication, workplace behaviour, reporting concerns and maintaining confidentiality. The sessions also explain the importance of avoiding retaliation, victimisation or disclosure of sensitive information concerning a complaint or inquiry. The Act contains confidentiality requirements concerning complaints and inquiry proceedings.
Workplace interactions increasingly take place through video meetings, messaging applications, email and other digital platforms. A POSH awareness session can address situations involving online communication, virtual meetings, digital messages and conduct occurring during remote work- or work-related activities. The focus remains on applying the organisation’s workplace conduct standards to modern working arrangements.
Effective POSH training should not be limited to identifying prohibited conduct. Employees should also understand appropriate professional behaviour and the organisation’s internal reporting framework. Our POSH awareness sessions therefore address prevention, reporting, confidentiality and workplace responsibilities together.
Large companies may require separate sessions for employees, managers, HR teams and Internal Committee members. Training can be structured according to the organisation’s workforce size, locations and reporting structure.
Startups often develop their HR and compliance systems alongside business growth. Our POSH awareness training program can be structured for founders, employees, managers and Internal Committee members as the organisation develops its workplace compliance framework.
Small and medium businesses may require practical training suited to smaller teams and internal reporting structures. Sessions can focus on employee awareness, Internal Committee responsibilities and the organisation’s POSH policy.
Educational and professional institutions may have different workplace structures involving employees, faculty and administrative personnel. Training can be adapted to the organisation’s workforce and applicable workplace arrangements.
Hospitals, clinics and healthcare businesses may have large teams working across different shifts and locations. POSH training can address professional conduct, reporting channels and responsibilities within the organisation.
Manufacturing businesses may have employees working across production facilities, offices, warehouses and other work locations. Training can be adapted to different employee groups and workplace settings.
Technology companies often operate through hybrid or remote working arrangements. Training can include workplace communication through digital platforms, virtual meetings and work related online interactions.
Law firms, accounting firms, consulting businesses, financial institutions and other professional services organisations may require training for employees, managers and Internal Committee members.
Internal Committee members have a specific statutory role. Training therefore needs to go beyond general employee awareness. Our Internal Committee training covers the practical aspects of receiving complaints, communicating with the parties, maintaining confidentiality, understanding procedural requirements and conducting an inquiry in accordance with the applicable legal framework. The POSH Act separately addresses complaints, conciliation, inquiry, action during the pendency of an inquiry, inquiry reports, appeals and confidentiality. Training can also cover practical issues such as conflict of interest, documentation, handling evidence and maintaining an appropriate distinction between the committee’s statutory role and the employer’s administrative functions.
Employers have statutory responsibilities under the POSH framework. These responsibilities include providing a safe workplace, displaying relevant information, organising awareness programmes and supporting the Internal Committee. Our training helps management teams understand these responsibilities alongside the organisation’s internal POSH policy. Training may be conducted as part of an organisation’s broader workplace compliance programme.
Employee training is designed around practical workplace situations.
The sessions can cover:
The Act defines sexual harassment and identifies circumstances connected with employment, including conduct creating an intimidating, offensive or hostile work environment.
Management has an important role in establishing appropriate workplace processes. Our sessions help senior personnel understand their responsibilities when a complaint is made and the importance of maintaining procedural integrity. The training also addresses the risks of informal intervention in matters falling within the Internal Committee’s statutory functions.
POSH compliance involves more than conducting an annual awareness session. An organisation’s compliance framework may involve the Internal Committee, POSH policy, employee awareness, committee training, reporting mechanisms, documentation and statutory reporting. Our POSH training services can form part of a broader compliance programme, with sessions tailored to the organisation’s existing policies and internal processes.
Multinational businesses operating in India may have global workplace policies alongside Indian POSH requirements. Our lawyers provide training focused on the Indian legal framework while helping participants understand how local POSH procedures interact with broader organisational policies. The Indian framework should be considered separately where global workplace policies do not fully address requirements under Indian law.
POSH training can be incorporated into employee induction programmes so new personnel understand workplace conduct and reporting mechanisms from the beginning of their employment.
Periodic POSH awareness training helps employees refresh their understanding of workplace conduct and organisational procedures.
Managers receive practical guidance on responding appropriately when employees raise concerns or disclose workplace issues.
Committee members require more detailed training focused on their statutory responsibilities and inquiry procedures.
Leadership sessions focus on organisational responsibilities, workplace culture, compliance oversight and appropriate management responses.
SC&A Legal provides POSH training for companies, startups, MSMEs, multinational organisations, professional services firms, educational institutions, healthcare organisations, technology businesses, manufacturing companies, financial services businesses and other employers operating in India. Training may be provided to employees, HR professionals, managers, founders, directors, senior management and Internal Committee members. The content can be adapted to the size, industry, workforce structure and existing POSH framework of the organisation.
Our approach begins with understanding the organisation’s workforce, industry, working arrangements and existing POSH framework. The training content is then structured according to the participants. An employee awareness session requires a different level of detail from an Internal Committee training programme. For employees, the focus remains practical and accessible. For managers, the training addresses appropriate responses and escalation. For Internal Committee members, the content deals more closely with statutory responsibilities, complaint handling and inquiry procedures. We use workplace examples to connect the legal framework with situations employees may encounter in their professional environment. Where an organisation already has a POSH policy, the training can be aligned with its reporting channels and internal procedures. The objective is to ensure participants understand both their individual responsibilities and the organisation’s broader POSH framework.
SC&A Legal approaches POSH training as a legal compliance exercise rather than a generic workplace awareness programme. The sessions are structured around the applicable Indian legal framework, the organisation’s workplace structure and the responsibilities of the participants. The firm’s legal practice supports organisations with employment, corporate and dispute related matters, allowing POSH training to be considered within the wider workplace compliance framework.
Training can be delivered for organisations operating in Delhi and Kolkata, as well as businesses with employees located across India. The content and depth of each programme can vary according to whether the audience consists of employees, managers, HR personnel, senior leadership or Internal Committee members.