POSH Training

Workplace training on the Prevention of Sexual Harassment (POSH) Act, 2013.

Indian law requires every workplace with 10 or more employees to constitute an Internal Committee to receive and resolve complaints of sexual harassment, and it places a duty on the employer to run regular awareness programmes for staff and orientation for committee members. HTI delivers that training on site, in the languages your team actually works in, so the requirement is met in practice and not just on paper.

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Who this is for

Hotels

Large, mixed teams working across shifts, guest floors and back-of-house areas, where staff and guests interact around the clock.

Restaurants & QSRs

Fast-moving kitchen and service floors with young crews and high turnover, where induction has to cover conduct from day one.

Retail

Store teams and outlet staff spread across locations, who need the same standard of awareness and the same reporting route everywhere.

Corporate offices

Head-office and support functions, including managers and Internal Committee members who handle complaints and need to understand the process.

What the training covers

What constitutes harassment under the ActUnwelcome physical, verbal and non-verbal conduct, the specific circumstances the Act names, and worked examples drawn from real workplace situations rather than abstract definitions.
The Internal Committee and its roleHow the committee is constituted, who sits on it, what powers it has, and what its members are expected to do when a complaint arrives.
How to reportWho an employee can approach, the time limits that apply, what a written complaint should contain, and the support available to someone who needs help filing one.
The complaint and redressal processWhat happens after a complaint is filed — the inquiry, the right of both parties to be heard, confidentiality obligations, interim relief, and how findings and recommendations are arrived at.
Employer dutiesConstituting the committee, displaying the consequences of harassment at the workplace, organising awareness programmes and committee orientation, assisting complainants, and the annual reporting obligation.
Building a respectful workplace cultureBystander responsibility, how managers should respond when something is raised informally, and the everyday behaviour that keeps a team safe long before any complaint is made.

Why it matters

The obligation is not optional. Once a workplace crosses ten employees, constituting an Internal Committee and running awareness programmes are statutory duties, and non-compliance carries consequences for the employer under the Act. An untrained committee is very nearly as exposed as no committee at all, because a complaint handled badly can be challenged on process alone.

The stronger reason is simpler. Staff who know what the line is, and who know exactly where to go when it is crossed, raise problems early — while they are still small. Teams that have never been told either thing tend to stay quiet, and the first anyone hears of a problem is when it has already become serious. Training is what turns a policy on a noticeboard into something your people can actually use.