Practical POSH Training in India for Safer Workplaces

Help employees understand workplace boundaries, prepare managers to respond responsibly, and strengthen the Internal Committee's ability to work with fairness, sensitivity and procedural clarity. TTM India delivers live online and onsite POSH programmes in plain language, built around realistic workplace scenarios and the roles your participants actually hold.

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Online and onsite across India. Customised to your audience, language and work setting.

What POSH means

POSH stands for the Prevention of Sexual Harassment at the workplace. In India, the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 is the law that sets out how workplaces must prevent sexual harassment and how complaints must be handled. The Act's statutory protection is framed for women.

Many organisations also adopt a wider conduct policy that applies to everyone on the team. That is a good practice, but it is a company policy and sits on top of the Act. It is not part of the Act's own scope, and we explain the difference clearly in every session.

Training is more than a compliance checkbox

A policy tells people what is expected. Training helps them apply it on an ordinary Tuesday: in a team chat, a client dinner, a late meeting, a business trip, a video call.

TTM India's sessions focus on the situations people actually meet. What counts as unwelcome conduct when the intent was "just a joke"? What should a manager say, and not say, when someone raises a concern? How does a Presiding Officer keep an inquiry fair when the respondent is a senior colleague? Participants leave knowing what to do next, and who to approach.

Choose the programme that fits your audience

Different roles carry different responsibilities, so we do not run one generic deck for everyone.

For employees

Understand boundaries, unwelcome conduct, consent, impact and context across physical, verbal, non-verbal and digital situations. Learn the reporting route, the role of the Internal Committee, how to support a colleague without gossip, and why confidentiality matters. Explore POSH Training for Employees

For managers

Managers are often the first person to hear a concern. The session covers listening without judging, what never to promise, how to escalate, protecting confidentiality, preventing retaliation and handling informal complaints that affect a team.

For leadership

Employer duties, governance and culture. Leaders learn what the Act expects of an employer, why an Internal Committee needs genuine independence and resources, how to treat harassment as misconduct under service rules, and how their own conduct sets the tone.

For Internal Committee (IC/ICC) members

Roles and composition, receiving a complaint, conciliation limits, notices and hearings, natural justice, bias and conflicts, interviewing and evidence, interim measures, timelines, reasoned findings and reporting. The programme uses fictional case exercises and drafting practice. Explore IC/ICC Member Training

Every programme can be run live online, onsite, or as a mix. See Online POSH Training.

What the law expects of an employer (in plain words)

This is a general summary, not legal advice.

• An Internal Committee (IC) must be constituted by every employer with 10 or more employees. If your organisation has offices or administrative units in different places, an IC is needed at each of them.
• The IC is led by a senior woman employee as Presiding Officer, with at least two employee members and one external member. At least half of the members must be women.
• Workplaces with fewer than 10 workers, and complaints made against the employer themselves, are dealt with by a Local Committee set up by the District Officer.
• Employers must organise awareness workshops for employees and orientation programmes for IC members at regular intervals, display the penal consequences of sexual harassment and the IC's details, give the committee the facilities it needs, and treat sexual harassment as misconduct.
• Complaints are time-bound. A written complaint is generally made within three months of the incident, and the inquiry is to be completed within 90 days.
• Information about a complaint is confidential and must not be published or shared with the public or media.
• The IC prepares an annual report, and employers have related reporting duties.
• An employer who does not comply can be fined, and repeated non-compliance can lead to further penalties.

Laws and rules can be amended, and courts issue directions from time to time. Check the current position with a qualified legal professional for your situation.

How a TTM India engagement works

1. Discover. We learn your audience, roles, work setting, language, location and what you want participants to be able to do afterwards.
2. Design. We choose the module, depth, cases and format. If you share your approved POSH policy and reporting route in advance, we build them into the session so employees learn your process.
3. Deliver. Interactive facilitation with scenarios, discussion, polls and questions, in plain language.
4. Document. We agree in advance what you receive, for example the agenda, trainer profile, attendance record, handout, knowledge check and feedback summary.
5. Reinforce. Where it helps, we suggest refreshers, manager tools or a follow-up session.

Formats

• Onsite workshops at your office or venue
• Live online sessions for distributed or hybrid teams
• Multi-batch and multi-location rollouts
• Refresher sessions and new-joiner sessions
• Delivery in English or Hindi, subject to trainer availability

Customised for your workplace

We adapt examples and discussion to your industry, roles, work setting (office, field, plant, remote), travel and event patterns, digital channels and accessibility needs. We use only fictional scenarios. Please do not ask participants to describe a real, identifiable complaint in a group session.

What you can expect to receive

Depending on the programme you choose, a needs summary, a programme agenda, the trainer's profile, a participant handout, an attendance or completion record, a knowledge-check and feedback summary, and suggestions for reinforcement. If we issue a participation certificate, it is a TTM India certificate of attendance. It is not a government approval or a statutory licence.

Planning your POSH programme

Not sure where to begin? Start with these questions:

• Who needs awareness, and who needs deeper procedural training (managers, HR, IC)?
• Is your IC constituted, with an external member, and have its members had orientation?
• Do employees know your reporting route and who the IC members are?
• Do you keep a record of training and an annual report?

Our free POSH Readiness Checklist walks through these points. For a conversation about services beyond training, see POSH Compliance Support.

Talk to TTM India

Tell us your audience, group size, location, language and preferred dates. We will suggest the right programme and format.

Request a POSH Training Proposal

Email: info@ttmindia.com · Phone: +91 92152 37666 Office: 825 Sector 18, HUDA, Panipat

Do not send names, allegations, evidence or confidential details from an active complaint through our website or general email. Use your organisation's authorised complaint process or a qualified professional.

Information on this website is for training and general awareness. It does not constitute legal advice. Organisations should obtain advice appropriate to their facts and applicable law.