Building Safe Workplaces: Why PoSH Training & Policy Updates Are Non-Negotiable
Creating a safe and inclusive workplace is not only a legal duty under the PoSH Act, 2013, but also a fundamental responsibility toward every employee. Regular PoSH training and timely policy updates form the backbone of strong implementation. Without these, organisations risk financial penalties, legal challenges, employee mistrust, and long-term damage to reputation.
When companies invest in awareness and keep their policies updated, they don’t just meet compliance—they build a culture rooted in respect and long-term, healthy growth.
What a PoSH Training Calendar Really Means for an Organisation
A PoSH Training Calendar is a yearly roadmap that outlines when, how, and for whom PoSH training will be conducted.
It typically includes sessions for:
- All employees
- Managers
- IC/ICC members
- HR teams
- Senior leadership
As per Section 19 of the PoSH Act, organisations are required to demonstrate continuous compliance. A training calendar helps employees clearly understand:
- What behaviours constitute sexual harassment
- Rights of the aggrieved woman
- Duties of the respondent
- Role and responsibilities of the Internal Committee
- How and where to report a complaint
This structured approach ensures clarity, transparency, and legal alignment.
How a Training Calendar Strengthens PoSH Compliance
The goal of a PoSH training schedule is straightforward yet powerful:
- It builds awareness among employees
- It promotes accountability among managers and leadership
- It equips IC members with inquiry and case-handling skills
General awareness sessions teach acceptable behaviour, boundaries, rights, and reporting mechanisms.
IC training goes deeper—focusing on inquiry methods, documentation, timelines, confidentiality, and legal requirements.
Consistent training ensures that every employee feels safe, heard, respected, and protected.
The Advantages of Maintaining a Yearly PoSH Training Plan
A well-organised PoSH training schedule helps organisations in several critical ways:
Ensures Legal Compliance
Training is mandatory. Regular sessions demonstrate that the organisation is fulfilling its legal obligations.
Reduces Risks Through Prevention
Awareness lowers the possibility of misconduct and encourages respectful behaviour.
Addresses Inclusivity
New hires, contract workers, interns, and remote teams all receive timely training.
Supports Documentation & Audits
A calendar provides clear proof of sessions, attendance records, reports, and training content.
Builds a Culture of Trust
It signals the organisation’s commitment to genuine safety—not just a tick-box exercise.
What Your Annual PoSH Training Program Should Include
A strong annual PoSH plan generally covers:
Employee Awareness Sessions
Workshops or e-learning modules explaining behaviour guidelines, rights, responsibilities, and reporting.
IC/ICC Capacity-Building Sessions
Advanced training on inquiry processes, timelines, documentation, confidentiality, and case handling.
Refresher Workshops
Conducted every 6–12 months to reinforce learning and communicate legal or policy updates.
Virtual & Hybrid Training Options
Ensures remote and distributed teams receive equal training and proper attendance tracking.
Why Updating Your PoSH Policy Regularly Is Non-Negotiable
Workplaces evolve—and so do harassment risks.
Modern concerns include:
- Remote and hybrid interactions
- Communication over email, chats, video calls
- Client meetings or third-party interactions
- Online misconduct
Regular policy updates ensure relevance and reinforce trust among employees, especially women.
They also keep the Internal Committee process, timelines, and confidentiality rules aligned with current legal standards.
A regularly updated policy shows safety is an ongoing commitment, not a one-time requirement.
How Organisations Should Review and Refresh Their PoSH Policy
A well-maintained policy requires periodic updates. Organisations should:
- Conduct an annual policy review based on latest laws
- Compare existing guidelines with a PoSH compliance checklist
- Seek feedback from IC members, HR, and employees
- Communicate changes through emails, meetings, and internal platforms
- Ensure the updated policy is easily accessible
These steps maintain consistency, clarity, and trust.
Practical PoSH Compliance Habits That Strengthen Workplace Culture
To stay compliant and build a safe environment, organisations should:
- Maintain a yearly PoSH training calendar
- Keep proper records of all sessions, eLearning reports, and policy updates
- Offer advanced training for IC members
- Include PoSH orientation during onboarding
- Use digital tools to track attendance and assessments
Proactive practices protect employees and the organisation while reinforcing a respectful work culture.
Conclusion
A structured PoSH training calendar and timely policy updates are essential to compliance—and equally crucial for building a workplace where every individual feels safe, supported, and valued. Regular training, refreshers, and updated policies not only prevent harassment but also create an environment of trust and accountability.
If you need assistance in building a customised PoSH training plan or updating your policy, Safe At Work is ready to support your compliance journey.