- Animated Videos
- Short slides with narrated text
- Interactive scenario exercises
- Real-life case examples
- Frequent knowledge checks / quizzes
- Final assessment / certificate generation
Learning Objectives
By the end of this course, learners will be able to:
- Identify and recognise sexual harassment across physical, digital, and extended workplaces
- Describe the common types of sexual harassment
- Distinguish between reasonable and harassing behaviour of sexual nature and between intent and impact
- State what to do when you experience or witness sexual harassment
- Know your rights and responsibilities to handle sexual harassment
- Define workplace in the context of sexual harassment at workplace
- List the dos and don’ts when working remotely
- Explain the pitfalls of personal relationships at the workplace
- Summarize the consequences of filing a false complaint
Why POSH India Fundamentals eLearning Training for Employees?
Helps fulfil mandatory legal responsibility under POSH Act, 2013
Every org in India with more than 10 employees must prevent, prohibit and redress sexual harassment. Training employees on rights, duties, Internal Committee processes and workplace behaviour reduces risk of complaints, attrition, inquiry costs and media scrutiny and builds legal compliance readiness and protects the company against non-compliance risks.
Empowers employees to speak up & report concerns without fear
The training guides how to object, respond, seek help, report harassment, when to approach Internal Committee and encourages early resolution. This prevents escalation, reduces silent suffering, and supports zero-tolerance policy outcomes.
Strengthens reporting mechanism through IC awareness
The Internal Committee recognizes that there could be a sense of discomfort, confusion or fear due to which one may not be able to voice the concerns to the accused directly. In such cases, they can reach out to the IC directly. Employees learn composition of Internal Committee, powers, timelines (90-day inquiry, 10-day report submission, 60-day action), conciliation vs inquiry, and how cases are handled fairly and confidentially thereby resulting in informed employees and smoother case handling.
Supports workplace safety beyond office walls
The course highlights that client locations, transport, business travel, virtual platforms and Work From Home environments are part of "workplace" under law thus helping mitigate risk in hybrid work models.
Clarity on what is and is not sexual harassment to avoid grey areas
The training differentiates misconduct vs reasonable workplace actions, helping minimise misinterpretation, false complaints, and interpersonal friction.
Scenario-driven learning
Real-life case scenarios, drag-and-drop interactions, knowledge checks, impact vs intent situations, virtual workplace behaviours and bystander examples ensure practical understanding, not just theory.
Laws & Regulations Addressed in POSH India Fundamentals eLearning Training
| Legislation / Concept | Relevance in the Course |
|---|---|
| POSH (Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act and Rules, 2013) | The course aligns with the with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act and Rules, 2013 so the employees are aware of their rights and duties. |
Course's Screenshots
Course Structure
Learning elements
Format & accessibility
Fully responsive interface across desktop, tablet, and mobile -complete with a learner dashboard, progress tracking, automated reminder prompts, and seamless integration with your existing LMS or HR systems.
Target Audience
The POSH India Fundamentals eLearning Training is tailored for:
- New joiners/Induction batches to sensitise from Day 1
- Hybrid, remote & field employees interacting via digital platforms
- Housekeeping, support staff, interns, volunteers, temporary & contract workers
- Client-facing roles, sales, travel-based staff frequently in extended workplaces
- Team members working in groups, cross-functional & collaborative environments
- Employees engaging in workplace relationships or social interactions
- Bystanders and witnesses who may need to intervene confidently
- Orgs seeking company-wide POSH awareness & compliance implementation
In short, for employees across all levels, functions and departments.
Case Studies: Real Consequences of Non-Compliance
Indian authorities have already fined orgs ₹50,000 for not forming Internal Committees or failing to implement POSH compliance. Courts have penalised companies through compensation orders and forced re-inquiries when procedures were not followed, proving that training and awareness are not optional but mandatory compliance obligations.
Below are few cases where the companies faced severe backlash after having been charged with sexual harassment:
- Tehelka – State of Goa v. Tarun Tejpal (2013): A junior journalist accused editor-in-chief Tarun Tejpal of sexual assault during an event. The org faced massive media backlash for mishandling the complaint. The Internal Complaints Committee was not properly constituted, violating POSH norms resulting in major reputational collapse, leadership exit, legal prosecution, with Tehelka losing credibility and business stability. The case strongly underscores the importance of compliance training.
- V. K. Sasikala vs. Infosys Limited (2019–2020): A female employee filed a POSH complaint involving a senior executive. Although POSH committee existed, the company faced public criticism for delayed redressal process. Subsequent public reports led to leadership resignations and internal restructuring. The case serves as a compelling illustration of the critical role compliance training plays in reducing legal and reputational risk.
Course Outline
What is harassment?
Sexual Harassment
Scenario: A colleague interrupts a female employee’s work and shows her an offensive content on his phone.
Workplace
Types of Sexual Harassment
The common types of sexual harassment are:
- Verbal
- Written
- Visual and
- Physical
Forms of Sexual Harassment
- Quid-pro-quo
- Hostile Work Environment
- Activity: Drag the correct ball and drop into the basket to identify the type of sexual harassment.
Sexual Harassment versus Reasonable Behaviour
Intent vs Impact
What is NOT Sexual Harassment
Preventing Virtual Harassment
- Do’s and Dont’s
Personal Relationships at Workplace
Internal Committee
- Conciliation
- Inquiry
- Inquiry Process
- Inquiry Timelines
Bystander Intervention
Retaliation
Filing False Complaint
Tips for Dealing with and Reporting Sexual Harassment
Empower Yourself
Total Duration: 1 Hour
FAQs
The POSH Act mandates employers to create awareness, conduct sensitisation programmes, and ensure employees understand rights, duties, acceptable behaviour, and reporting mechanisms. Training helps prevent incidents, builds a respectful culture, and serves as proof of due diligence.
For many years, India had no dedicated law to address sexual harassment at work, and complaints were handled informally, often resulting in silence, retaliation, or victim-blaming.
In 1997, the landmark Vishaka vs. State of Rajasthan case changed this landscape.
A social worker, Bhanwari Devi, was gang-raped while preventing child marriage. The lack of accountability mechanisms led women’s groups to petition the Supreme Court.
The Supreme Court acknowledged sexual harassment as a violation of fundamental rights (Articles 14, 15, and 21), and issued the historic Vishaka Guidelines, mandating safe work environments and internal complaint mechanisms in all workplaces.
These guidelines acted as temporary law for 16 years, laying the foundation for workplace safety norms, Internal Committees, preventive steps, and grievance redressal procedures.
Finally, in 2013, the Government of India enacted the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, commonly referred to as POSH Act, formalising the Vishaka framework into statutory law.
The law requires every org to:
- Create a safe, respectful work environment
- Establish an Internal Committee (IC)
- Conduct awareness & sensitisation training
- Provide timely redressal of complaints
- Implement policies, prevention systems & reporting structures
Yes. It explains that workplace includes client sites, transport, business travel, office events, communication channels, company accommodation, and virtual/remote environments, making it relevant for modern workplaces.
Yes. Employees learn what behaviour is unacceptable, how to respond or intervene, how to speak up early, and the importance of respecting boundaries. This reduces misconduct, prevents blind spots, and encourages self-regulation.
The training explains reporting steps, role of Internal Committee (IC), timelines, conciliation/inquiry process, confidentiality rules, and actions available to victims, witnesses and bystanders.
Yes. The course teaches Direct, Distract, Delegate, Delay techniques to empower employees to intervene safely if they witness harassment.
Yes. It clarifies what is NOT sexual harassment (e.g., work feedback, deadlines, performance review without sexual element) and explains that penalties apply only if complaints are proven malicious.
Absolutely. Anyone present in workplace - interns, volunteers, housekeeping staff, contractors, visitors - has the right to file a complaint, so training helps create universal awareness.
It documents preventive action, improves employee awareness, ensures IC process understanding, reduces risk of legal escalation, and strengthens audit readiness that are critical elements for POSH compliance.
Yes. It covers acceptable and unacceptable behaviour during video calls, chats, emails, messaging, social media interaction, and WFH etiquette.
Employees will be able to identify harassment, respond appropriately, maintain professionalism, respect boundaries, support safe reporting, and uphold a positive workplace culture.
The “Internal Committee” (IC) is the concerned authority which is constituted under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act and Rules, 2013, that provides guidelines for every org, with more than 10 employees, to prevent and prohibit occurrences of sexual harassment, and set up a redressal mechanism to address complaints from aggrieved.
All instances or concerns related to sexual harassment must be reported to them immediately so that they can help the employee accordingly.
The IC is an empowered body that undergoes training regularly to ensure that it handles sexual harassment complaints in fair and unbiased manner.
IC has powers of the civil court and is required to redress the complaints within a stipulated time under the law.
IC has to finish inquiry within 90 days.
On conclusion of the inquiry, IC has to make inquiry report along with its recommendations in 10 days and submit to management for taking action. A copy is also given to parties. Recommendations could range from a warning to suspension or even termination of employment.
The Internal Committee can also recommend the management to direct the respondent to provide monetary compensation to the aggrieved.
Recommendation would depend on the facts and circumstances of each complaint.
Management has to take action within 60 days.
The Prevention of Sexual Harassment Training for the Managers comes as a complimentary course to this training.
The delivery is fully flexible. If you have an in-house LMS, we can provide the course as a SCORM-compliant package. If not, we offer a seamless SaaS-based hosting option for easy access and deployment.
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