Top 5 Factors of POSH Training

• POSH

Dr. Aparna Sethi

Corporate Trainer and Author

What is POSH?

Everybody knows POSH but do we know it in depth or do we just have the outer knowledge about it? Today let’s learn what is POSH in detail and also about the top 5 factors of POSH. Which I feel is very essential to know so that it is prevented before it is too late.

Definition

POSH (Prevention of Sexual Harassment) refers to the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, commonly known as the POSH Act in India. It is a law designed to prevent and address sexual harassment of women at the workplace.

Now above we see the definition about POSH, which is a standard definition that one will find the act or law by itself. Always keep in mind that the law was created to protect women who are being harassed not only physically but also in lot more other aspects, however it is not just restricted towards women it is also to all the men out there. The law is gender neutral. To understand gender neutral one must under go POSH Training and get certified in POSH.

Key Aspects of POSH:

1. Sexual Harassment – Includes unwelcome physical contact, sexually colored remarks, demands for sexual favors, showing pornography, and other verbal/non-verbal sexual conduct.
2. Scope of the Law – Covers all workplaces, including offices, factories, educational institutions, NGOs, hospitals, and even virtual workplaces. Protects female/male employees, interns, and visitors.
3. Internal Committee (IC) – Every organization with 10 or more employees must have an Internal Committee (IC) to handle complaints. The IC must include a presiding woman officer, two employees, and an external member (preferably from an NGO or legal background).
4. Complaint & Redressal Process – Women/men can file a complaint within 3 months of the incident. The IC must investigate and take action within 90 days.
5. Penalties for Non-Compliance – Organizations failing to comply with the POSH Act can face fines up to ₹50,000, cancellation of licenses, and reputational damage.

Why is POSH Important?

Well, it creates a safe and respectful work environment. It encourages women/men to speak up against harassment. This act legally protects both employees and employers.

Now that we have seen the definition and the key aspects of POSH, let’s dig deep and know more about the top 5 factors of effective POSH training and its certification with in our organization.

POSH (Prevention of Sexual Harassment) training is crucial for fostering a safe and inclusive workplace. The top five factors of effective POSH training are:

1. Legal Compliance & Understanding – It covers the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (POSH Act). This helps us learn and understand the law and act in detail. It also explains what constitutes sexual harassment, legal definitions, and employer obligations.
2. Clear Policies & Procedures – Helps us educate employees on the company’s internal complaint mechanism and redressal process. It also outlines the role of the Internal Committee (IC) and reporting guidelines.
3. Awareness & Sensitization – Helps employees recognize unacceptable behavior and their rights. Encourages bystander intervention and the importance of a respectful workplace.
4. Real-Life Scenarios & Case Studies – By doing this it helps in having an interactive sessions, role-plays, and examples to illustrate workplace situations. It clarifies the difference between friendly behavior and harassment.
5. Leadership & Accountability – It trains managers and HR teams to handle complaints with sensitivity and confidentiality and also promotes a culture of zero tolerance and active prevention.

Conclusion

The Prevention of Sexual Harassment (POSH) Act, 2013 is a crucial step toward ensuring a safe, respectful, and inclusive workplace for women/men. By clearly defining sexual harassment, establishing redressal mechanisms, and enforcing strict penalties, the law empowers women/men to speak up against misconduct.

For organizations, POSH compliance is not just a legal obligation but also a commitment to fostering a workplace culture that prioritizes dignity and equality. Regular POSH training, a strong Internal Committee (IC), and zero-tolerance policies are essential in building a harassment-free work environment.

Ultimately, POSH is about more than compliance—it’s about creating workplaces where every employee feels safe, valued, and respected. So, it is important that every organization has to arrange for a POSH training to its employees, POSH training to its managers and HR teams and also try and encourage the managerial departments to gain POSH certification. This will in turn help to ensure a free work environment to all its employees.