POSH training stands for Prevention of Sexual Harassment training. It is a mandatory awareness and sensitization session conducted in organizations to prevent sexual harassment at the workplace. The training is designed to help employees understand what sexual harassment is, how to report it, and how to maintain a safe, respectful work environment.
POSH training is based on the POSH Act, 2013 – a law passed by the Indian government to ensure the protection of women against sexual harassment in the workplace. Under this law, all companies with more than 10 employees must conduct regular POSH training and set up an Internal Committee (IC) to address complaints.
This training isn’t just for women. It is for everyone in the workplace—men, women, and others—because a safe working environment benefits everyone. It covers topics like inappropriate behavior, workplace boundaries, consent, complaint procedures, and respectful communication.
Even though the law talks about women, many companies today extend POSH awareness to all employees regardless of gender, creating a culture of equality, safety, and accountability. In simple words, POSH training teaches people what’s okay, what’s not, and how to protect each other at work.
Why is POSH Training Important?
POSH training is important because it creates a workplace where people feel safe, respected, and confident. It encourages open conversations, clears doubts about acceptable behavior, and helps prevent unwanted incidents before they happen.
In many workplaces, people hesitate to speak up because they don’t know where the line is drawn or whom to approach. POSH training removes this confusion. It explains what sexual harassment looks like—whether it’s a remark, a gesture, a message, or physical behavior—and encourages people to report it without fear.
Here’s why POSH training matters:
- Awareness: Many people don’t even realize their actions may make others uncomfortable. POSH training makes employees aware of their behavior.
- Confidence to Speak Up: Victims of harassment often stay silent. POSH training ensures there’s a process and support system to raise concerns.
- Legal Compliance: For employers, this training is not optional. It is a legal requirement under the POSH Act. Non-compliance can lead to penalties.
- Positive Work Culture: A respectful environment leads to better teamwork, higher productivity, and employee satisfaction.
- Zero-Tolerance Approach: POSH training helps companies build a zero-tolerance policy towards harassment.
In short, POSH training helps prevent problems before they arise. It teaches respect and helps everyone focus on their work without fear or discomfort.
What Does POSH Training Include?
POSH training is not just a boring lecture. It’s a well-planned session that combines laws, real-life examples, discussions, and role-playing to help people understand the topic deeply. Here’s what a typical POSH training session includes:
1. Understanding the POSH Act
The session begins with a detailed but easy explanation of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. It explains key terms like “aggrieved woman,” “workplace,” “employee,” and “Internal Committee.”
2. Types of Sexual Harassment
The training explains the two types:
- Quid Pro Quo – when someone demands sexual favors in return for benefits.
- Hostile Work Environment – when someone feels unsafe due to jokes, comments, or inappropriate gestures.
3. Real-Life Scenarios
Trainers share simple, real-world examples and ask employees what’s right or wrong in those situations. This makes it easier to relate and learn.
4. Reporting and Redressal Mechanism
The process of filing a complaint, timelines for inquiry, roles of the Internal Committee, and protections available to complainants are discussed.
5. Dos and Don’ts at the Workplace
A list of respectful behaviors, and things to avoid—such as making personal comments, sharing offensive jokes, or invading personal space—is shared.
The training is usually delivered in the local language for better understanding, and employees can ask questions, share opinions, or clear doubts. It’s interactive, practical, and focused on building a culture of trust.
Who Needs to Attend POSH Training?
Every employee in a company, regardless of their role, experience, or department, must attend POSH training. From interns to top-level executives, everyone shares the responsibility of creating a safe workplace.
Here’s a breakdown of who should attend:
1. New Employees
POSH training should be part of every new employee’s induction program. It helps set clear expectations from day one and builds awareness about company policies.
2. Existing Staff
Everyone already working in the organization should attend annual refresher POSH sessions. People tend to forget details over time, and laws may change, so updating knowledge is essential.
3. Internal Committee Members
The IC, or Internal Committee, is responsible for handling complaints under the POSH Act. These members need in-depth training on handling inquiries, interviewing parties, and writing reports.
4. Managers and HR Teams
Supervisors and HR professionals play a vital role in enforcing POSH guidelines. They must lead by example and be well-informed to assist employees and handle complaints responsibly.
Attending POSH training isn’t just about ticking a box. It’s about building a safer, more respectful company culture from top to bottom.
POSH Compliance – Legal Duties for Employers
The POSH Act, 2013, is clear in its expectations from employers. It’s not enough to just display a policy on paper. Employers have a legal duty to take real action through awareness and structure. Here’s what companies are required to do:
1. Set Up an Internal Committee (IC)
Every workplace with 10 or more employees must have an IC to handle sexual harassment complaints. The committee must have at least one external member and be led by a woman.
2. Conduct Regular POSH Training
It’s mandatory to train all employees on what the POSH Act says, what behaviors are unacceptable, and how to file a complaint. This training must happen annually at minimum.
3. Display Policy Clearly
The company must display its POSH policy on notice boards in local languages. This includes the contact details of IC members.
4. Submit an Annual Report
The IC must submit a report every year to the District Officer, mentioning the number of complaints received, resolved, and pending.
5. Act on Complaints
Every complaint must be taken seriously and investigated as per legal guidelines. Delaying action or ignoring complaints can lead to legal trouble.
Failure to follow these steps can result in fines of up to ₹50,000 and possible cancellation of business licenses in severe cases.
Final Thoughts – Why POSH Training is More Than a Rule
POSH training is not just a legal formality. It’s a chance to build a strong foundation of respect and trust in the workplace. When employees feel safe, they focus better, work harder, and collaborate without fear. A healthy workplace is one where every person is treated with dignity, regardless of their gender or position.
Companies that take POSH seriously are seen as progressive, employee-friendly, and trustworthy. It also helps them attract and retain good talent.
If you’re an employer, make POSH training a priority. If you’re an employee, take it seriously—not just for yourself, but for your colleagues too.
After all, a respectful workplace isn’t built by policies alone. It’s built by people who care.
