In recent years, the corporate world in India has witnessed a paradigm shift in how workplace training is delivered. With the emergence of digital technology and increased internet penetration, many organizations have moved towards conducting employee training programs online, including under the Prevention of Sexual Harassment Act. A common question arises in this context is Posh Training in India is valid legally?

Yes, however, there are significant restrictions and obligations that companies must follow. This blog will examine the legal environment around Posh Training in India, comprehend legal requirements, assess how Posh Training Online satisfies those needs and examine best practices for successfully delivering such training.

What is Posh Training?

Posh Training refers to the educational and awareness initiatives conducted under the Sexual Harassment of Women At Workplace Act, 2013. It is designed to educate employees, manager and ICC members about what constitutes sexual harassment, the legal provisions of the Posh Act and the mechanism available for reporting and redressal within the workplace.

By preventing harassment occurrences through awareness and sensitivity, Posh training for employees seeks to create a work environment that is safe, courteous and inclusive. It supports a zero tolerance policy for inappropriate behavior and helps them adhere to legal requirements.

Legal Mandate: What the Law Requires

While the Posh Act 2013, does not explicitly prescribe the format for conducting training, it mandates organization to ensure regular awareness and capacity building programs.

Key Sections Of The Law:

• Section 19(b) of the POSH Act places a duty on the employer to take proactive steps to prevent sexual harassment at the workplace. This includes implementing preventive measures such as establishing clear policies, ensuring workplace safety, promoting respectful behavior, and fostering a culture where harassment is not tolerated.

• Section 19(c) requires the employer to organize regular workshops and awareness programs for employees. The goal is to sensitize staff about the provisions of the POSH Act, promote behavioral change, and educate them about what constitutes sexual harassment and how to report it.
• Section 26 outlines the penalties for non-compliance with the provisions of the Act. If an employer fails to constitute an Internal Complaints Committee (ICC), conduct training, or display the POSH policy, the organization can be fined up to ₹50,000. Repeat violations may lead to higher fines, cancellation of licenses, or even disqualification from government contracts.

Online POSH Training: A Modern-Day Solution

Online POSH training is becoming a practical solution for organizations to comply with the law and reach their workforce effectively, especially in the post-pandemic world of hybrid and remote work models.

1. Accessibility:

Online POSH training bridges geographical barriers, allowing employees from different locations to attend the same session. This benefits multinational companies, startups, and firms with multiple branches, promoting inclusivity and ensuring no employee is left out due to logistical constraints.

2. Flexibility:

Online training provides flexibility, allowing employees to learn at their own pace and without disrupting their work schedules, making it more effective and stress-free for organizations operating across time zones or rotating shifts.

3. Cost-Efficiency:

Online POSH training significantly reduces costs by eliminating physical venues, travel, and accommodations, making it a scalable and budget-friendly option for small and large businesses.

4. Easy Documentation and Compliance Tracking:

Online platforms automate documentation and tracking for POSH Act compliance, generating attendance reports, participation logs, assessment scores, and completion certificates. This minimizes human error and ensures transparent, organized compliance.

POSH Training in Delhi: The Growing Demand

As the nation's capital and a major center for business, Delhi has witnessed a notable increase in the knowledge and application of workplace regulations, particularly those pertaining to gender sensitivity and employee safety. Demand for organized and accredited POSH training in Delhi has increased quickly as businesses from all industries work to comply with the POSH Act, 2013.

There is growing acknowledgment that a well-trained workforce is essential to reducing sexual harassment events and guaranteeing a secure, courteous, and legally compliant workplace, whether in government agencies, educational institutions, or businesses. Many Delhi-based businesses are actively working with qualified POSH trainers, law firms, and HR consultants to undertake recurring sensitization workshops in response to increased employee knowledge and regulatory scrutiny.

1. High Concentration of Organizations Across Sectors:

Delhi-NCR's numerous companies, including IT, law, healthcare, media, and manufacturing, are subject to the POSH Act if they employ 10 or more people, resulting in a high demand for POSH compliance services.

2. Strict Enforcement by Authorities:

Delhi's labor and women's welfare departments are enforcing stricter POSH compliance, requiring organizations to establish ICCs, display policies, and conduct regular training to avoid fines and reputational damage.

3. Increasing Legal Awareness Among Employees:

Social media, news coverage, and employee activism have increased worker awareness of rights, leading to expectations for harassment-free workplaces and proper training on sexual harassment policies.

4. Diverse Workforce Requires Inclusive Training:

Delhi's diverse workplaces require bilingual POSH training and region-sensitive modules, a specialty of local trainers and agencies specializing in these areas.

5. Corporate Reputation and Workplace Branding:

Delhi companies recognize POSH compliance as a crucial aspect of ethical leadership and brand reputation, as clients, partners, and potential hires often evaluate a company's culture on workplace safety and equality.

POSH Training for Employees: Key Components of an Effective Program

POSH training for employees is crucial for creating a safe, inclusive, and respectful workplace culture. Employers must ensure all employees are sensitized to sexual harassment, prevention, and reporting procedures. The training should be clear, engaging, and practical, using real-life scenarios. It should reach all employees, including new joiners, contract staff, support workers, and top leadership, and should be repeated regularly to maintain awareness.

1. Knowledge of Sexual Harassment:
 

The definition of sexual harassment, including offensive remarks, unwanted physical contact, staring, vulgar jokes, and even hostile emails or WhatsApp messages, must be made explicit in the training. Workers need to understand the distinction between being amiable and acting inappropriately.

2. Description of the POSH Law

The training should describe the POSH Act in straightforward terms, without using legalese, including the rights of employees, the obligations of employers, and the operations of the Internal Complaints Committee (ICC).

3. File a Complaint Fearlessly

Workers need to be instructed on how to register a complaint, where to do so, who to contact, when to do so, and how to protect confidentiality. Establishing a safe environment where people may voice concerns without worrying about reprisals should be the main goal.

4. Use real-world examples

Giving employees relatable or real-world examples, such as a coworker making inappropriate memes or making constant comments on someone's appearance, might help them spot warning signs. As a result, the training is more memorable and captivating.

5. Interactive Meetings, Evaluations, and Accreditation

To make sure staff members grasped the material, an effective training session concludes with a brief test or feedback. Records of attendance and certificates of participation also assist the business in demonstrating legal compliance.