Home/POSH Training
POSH training for organisations
Statutory compliance under the POSH Act, 2013 — delivered by a trainer who is also a lawyer. For employers, HR and compliance teams in Delhi NCR and across India.
The obligation
What the POSH Act requires of you
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 — the POSH Act — sets out what every employer in India must do to prevent workplace sexual harassment and to deal with complaints when they arise. It applies to the organised and unorganised sectors alike, and covers employees, interns, and contract and temporary workers.
Three obligations sit at the centre of it:
- Constitute an Internal Committee. Any workplace with 10 or more employees must have one, composed as the Act specifies. Smaller workplaces, and complaints made against an employer, fall to the Local Committee constituted by the District Officer.
- Train and sensitise. Section 19 requires the employer to organise workshops and awareness programmes at regular intervals, and to run orientation programmes for Internal Committee members. Training is a statutory duty in its own right.
- Report annually. The Internal Committee must submit an annual report to the employer and the District Officer, and the employer must record cases filed and disposed of in its own annual report.
Section 26 provides for a fine of up to ₹50,000 for failing to constitute an Internal Committee or otherwise contravening the Act. A repeat offence can attract twice the punishment and extend to cancellation of a licence or registration. In practice, the greater exposure is usually the complaint that was mishandled because nobody had been trained on how to handle it.
The approach
Compliance that people actually absorb
A session that only recites the statute changes nothing. One that never mentions it leaves you exposed. Prity’s training works both sides.
Grounded in the statute
An LLB-qualified lawyer leads the session, so what constitutes harassment, what the Internal Committee can and cannot do, and where the employer’s duty begins are taught from the law itself — not from a generic slide deck.
Built for the room
Fifteen years of teaching, mentoring and performing means sessions that hold a room of employees, not just satisfy an audit. Real scenarios, plain language, and space for the questions people are usually reluctant to ask.
Beyond the tick-box
The measure of a policy is whether someone will use it. Training addresses the practical reasons people stay silent — and what an organisation has to do to be worth reporting to.
Who leads the training
Prity Banerjee, LLB
An LLB-qualified lawyer, POSH trainer and social entrepreneur with more than fifteen years of work on gender justice, child rights and workplace inclusion — and a regular national commentator on all three.
- LLB (Bachelor of Laws)
- 15+ years in gender justice and social advocacy
- Founder & Director, Little Umbrella Foundation
Child protection, education and gender justice since 2014 - National media commentator
Aaj Tak, NDTV, News24, News9, India TV
In their words
Prity ma’am has changed our lives and her sessions have given us a better understanding of social work.
Common questions
POSH compliance, briefly answered
Which organisations have to comply with the POSH Act?
Every workplace with 10 or more employees must constitute an Internal Committee. Workplaces below that threshold, and complaints made against an employer, fall to the Local Committee constituted by the District Officer. The Act covers employees, interns, and contract and temporary workers.
Is POSH training legally mandatory?
Yes. Section 19 places a duty on the employer to organise workshops and awareness programmes at regular intervals to sensitise employees, and to conduct orientation programmes for Internal Committee members.
Who must sit on the Internal Committee?
The Presiding Officer must be a woman employed at a senior level at the workplace. There must be at least two members drawn from employees committed to the cause of women, or with experience in social work or legal knowledge, plus one external member from an NGO or association committed to the cause of women, or a person familiar with issues relating to sexual harassment. At least half the total members must be women.
What happens if an organisation does not comply?
Section 26 provides for a fine of up to ₹50,000. A repeat offence can attract twice the punishment and extend to cancellation of a licence or withdrawal of registration required to carry on the business.
How often should POSH training be run?
The Act requires workshops at regular intervals without fixing a frequency. Most organisations run a refresher annually, with additional sessions after significant new joining, a restructure, or a change in the composition of the Internal Committee.
This page describes statutory requirements in general terms and is not legal advice for any particular situation.
Arrange POSH training for your organisation
Send your team size, location and timeline, and Prity will come back to you with what would suit your organisation.