Our impactful training workshops focus on gender sensitization, understanding boundaries, and distinguishing acceptable from unacceptable behavior, with a particular emphasis on sexual harassment issues. We aim to equip participants with the knowledge and skills to effectively address and manage such situations.
With extensive experience in this field, we have successfully conducted workshops and awareness programs for organizations such as India Infrastructure Finance Company Limited (IIFCL), the Central Health Education Bureau under the Ministry of Health and Family Welfare, and Sakasham Bharti Foundation, among others. 
Our programs are designed to sensitize employees to the provisions of the Prevention of Sexual Harassment (POSH) Act. Our training programs are tailored specifically for members of Internal Committees, ensuring they are well-prepared to handle complaints and conduct thorough, fair inquiries. We stay abreast of the latest legal developments by incorporating recent case laws and judgments into our training, providing a comprehensive understanding of current legal position.
Join us in our transformative workshops as we work together to create a workplace that promotes respect, inclusivity, productivity, and safety for women.

Which companies need to comply with the provision of the PoSH Act?

Any company having 10 or more employees (male/ female) is required to comply with PoSH Act. Even if there are no female employees, the PoSH Act has to be implemented.

Is it mandatory for companies to issue a statement that they have complied with provisions relating to the constitution of the Internal complaint committee under the PoSH Act?

Companies (Accounts) Rules, 2014 issued under section 134 of the companies act by inserting new clause no. 10, mandates that the company needs to file a return showing the company has complied with the compliances POSH Act.

Does the PoSH Act only protect employees?

The PoSH Act protects not only women employees at the workplace but all women in the workplace. These can be employees, part-time individuals involved in services like maintenance, clients, visitors, vendors, interns, trainees, and anyone who visits the workplace in connection with the work.

What are the requirements to ensure compliance with the PoSH Act?

Each employer needs to ensure the following in each office or branch that has 10 or more employees:

• Create and communicate a detailed policy

• Ensure awareness and orientation on the issue

• Constitute Internal Complaints Committee in every workplace

• Ensure complaints committees are trained in skill and capacity

• Prepare an annual report and report to the respective state government

What is the first step to ensure PoSH compliance?

Every company must draft an organisational policy, which should in simple language mention 

• what sexual harassment is

• what is complaint mechanism

• penalties for sexual harassment and 

• sexual harassment as a misconduct under service rules. Sec 19 of Act and Rule 13  

 How to constitute an Internal Complaint committee (ICC)?

Every employer is obliged to constitute an ICC through a written order and should be composed of the following members:

• Chairperson: Women working at senior level as an employee; if not available then nominated from other offices/ units/ department/ workplace of the same employer

• 2 Members (minimum): From amongst employees committed to the cause of women/ having legal knowledge/ experience in social work

• Member: From amongst NGOs/ associations committed to the cause of women or a person familiar with the issue of Sexual Harassment

What reports are to be prepared by the Internal complaints committee?

 The committee has to prepare the report with the following details :

• No. of complaints received during the year;

• No. of complaints disposed off during the year;

• No. of cases pending for more than ninety days;

• No. of workshops or awareness program against sexual harassment carried out;

• Nature of action taken by the employer.