Welcome to POSHitive, your ultimate source for insights on creating safe and respectful workplaces! We are Safe Spaces Inc., a leading POSH advisory services firm committed to fostering awareness and ensuring workplaces in India are free from sexual harassment.
Is there a right way to train employees on POSH (Prevention of Sexual Harassment)? This is a question many organisations ask when planning their compliance training. While there is no single right approach, choosing the right POSH training method that aligns with your business needs and workforce structure is crucial.
Before we dive into the different training modes, let’s first address some of the most frequently asked questions about POSH training:
FAQs on POSH Training
- Is it mandatory to train employees on POSH every year?
Yes! Under the Duties of Employer section of the POSH Act, it is explicitly required. Employers must also declare the number of POSH awareness sessions conducted in their Annual POSH Report submitted to the District Officer.
- Is training only new joiners enough?
No! All employees must undergo POSH training every year, not just new hires.
- When is the ideal time to conduct POSH training?
There is no fixed timeline. Since the POSH compliance cycle follows the calendar year (January – December), organisations can choose when to conduct training:
🔹 January – Start of the year compliance kick-off
🔹 April – When L&D budgets get refreshed
🔹 November/December – To ensure maximum employee participation before year-end
🔹 Before specific events (e.g., offsites, conferences) where risks may be higher
- Is there a mandate on the mode of POSH training?
No, there is no POSH Act mandate specifying whether training should be in-person, virtual, or e-learning. The mode can be chosen based on the organisation’s needs.
- Does a new company (for instance, started only 4 months ago) get a cushion/buffer time before compliance?
There is no concept of buffer/cushion time under the POSH Act. It depends on when you reach the minimum employee headcount. As per the Act, any location with >10 employees is supposed to mandatorily train all their employees. So if you have 10+ employees. We recommend that even if you have not reached a 10-employee limit, it is good to make the employees aware of the basics of POSH.
- Do companies without female employees need POSH training?
Absolutely yes! The POSH Act protects all workplace stakeholders, including clients, vendors, contractors, customers, and even bystanders beyond just their employees. Training should not be delayed until a female employee joins, if you have crossed your 10 employee headcount.
- Does adding POSH awareness slides in induction presentations and hanging POSH posters count as POSH training?
Our honest view, this approach doesn’t do justice. While posters and slides help reinforce awareness, they do not replace proper POSH training sessions. A structured POSH awareness program is essential for compliance and effective learning.
- Are POSH training completion certificates mandatory for employees?
No, it is not mandatory for employees to get a completion certificate. However, it definitely is ‘good to have’. Certificates boost employee engagement and demonstrate a company’s commitment to a safe workplace. It signals to prospective candidates that you take employee well-being and safety seriously and garners trust among your current employees that the organisation is truly working towards creating Safe Spaces at work.
Now answering the main question: Is there a right way to train your employees on POSH?
There is no “one-size-fits-all” method for POSH training. The best approach depends on your workforce, company structure, and compliance goals. Below, we compare different POSH training modes to help you decide.
Modes of POSH Training
Organisations can choose between Trainer-Led and E-Learning formats:
1. Trainer-Led:
- Conducted virtually
- In-person by an expert.
2. E-Learning: Delivered through a Learning Management System (LMS), either
- On the company’s platform
- Or, the training provider’s LMS.
Here’s a neutral, balanced comparison of the four training modes across key factors:
| Factor | Trainer-Led: Virtual | Trainer-Led: In-Person | E-Learning: Client’s LMS | E-Learning: Provider’s LMS |
| Scheduling & Availability | ✅ More flexible; easy to schedule across locations. | ❌ Requires on-site presence, limited to specific locations. | ✅ Employees take it at their convenience. | ✅ Employees take it at their convenience. |
| Flexibility for Learners | ✅ Can be attended from anywhere with internet access. | ❌ Requires physical presence, making it less flexible. | ✅ Fully flexible; employees complete at their own pace. | ✅ Fully flexible; employees complete at their own pace. |
| Pricing & Cost | ✅ Lower cost (no travel, venue, logistics). | ❌ Higher cost (venue, travel, logistics). | ✅Cost-effective for large-scale rollouts. | ✅ No setup cost for the client, but may involve licensing fees. |
| L&D/HR Bandwidth | ❌ Requires coordination for sessions & attendance tracking. | ❌ Requires high coordination for scheduling, venue and travel. | ✅ Minimal involvement; LMS tracks progress. | ✅ Minimal involvement; LMS tracks progress. |
| Ease of Use | ✅ Easy to access; familiar video conferencing tools. | ✅ No tech barriers, but travel logistics apply. | ❌ LMS setup, integration, and troubleshooting may be required. | ✅Ready-to-use; no integration required. |
| Effectiveness & Engagement | ✅ Interactive elements (polls, Q&A) keep engagement high. | ✅ High engagement due to in-person interaction & body language cues. | ❌ Can be passive; effectiveness depends on content design. | ❌ Can be passive; effectiveness depends on content design. |
| Factor | Trainer-Led: Virtual | Trainer-Led: In-Person | E-Learning: Client’s LMS | E-Learning: Provider’s LMS |
| Scalability for Large Teams | ✅ Scalable across multiple locations. | ❌ Limited scalability due to logistical challenges. | ✅ Highly scalable; available to all employees anytime. | ✅ Highly scalable; available to all employees anytime. |
| Interactivity & Customisation | ✅ Can be interactive but limited by virtual tools. | ✅ Highly interactive; allows live discussions & role-plays. | ❌ Limited interactivity unless gamified or well-designed. | ❌ Limited interactivity unless gamified or well-designed. |
| Assessment & Tracking | ❌ Requires manual attendance & assessment tracking. | ❌ Requires manual attendance & assessment tracking. | ✅ Automated tracking & analytics available. | ✅ Automated tracking & analytics available. |
| Internet & Tech Requirements | ❌ Requires stable internet & proper virtual tools. | ✅ No tech issues; face-to-face learning. | ❌ Requires LMS integration & employee access. | ✅ No setup required; employees just log in. |
Key Takeaways: Which POSH Training is Best for You?
📌 Trainer-Led (Virtual) – Ideal for remote teams, cost-effective, but engagement depends on virtual tools.
📌 Trainer-Led (In-Person) – Best for highly interactive sessions but involves higher logistics and costs.
📌 E-Learning (Client’s LMS) – Scalable, tracks progress, but requires internal LMS setup.
📌 E-Learning (Provider’s LMS) – Ready-to-use, easy implementation, but may involve licensing fees.
The right POSH training method depends on your organisation’s workforce, budget, and learning goals. Whether it’s a live session with a trainer or a self-paced e-learning course, the key is ensuring that employees understand, engage with, and apply the training in real-world scenarios.
Need help selecting the right POSH training format for your organisation? Contact us today!
POSHitive Outlook
POSHitive, a mini-blog by Safe Spaces Inc., aims to simplify POSH compliance into easily digestible pieces.
Remember, creating a safe workplace is not just a legal obligation but an ethical commitment to contribute to a positive and thriving work environment.
Join us on our journey towards building workplaces where everyone feels secure, respected, and empowered. After all, Safe Spaces are the foundation of a POSHitive future!
For further support on POSH Compliance, POSH Trainings, or Diversity, Equity, Inclusion, and Belonging (DEIB) training, visit Safe Spaces Inc. or contact us at support@safespacesinc.in
PS: This blog is for informational purposes only and should not be considered legal advice. If you have experienced sexual harassment, please seek professional help or contact the relevant authorities.
