Staying Compliant and Safe: How a PoSH Training Schedule and Policy Update Protects Your Workplace

In order to build a safer and inclusive workplace, the Prevention of Sexual Harassment (PoSH) Act was introduced to protect women against sexual harassment and to provide a fair and viable mechanism for redressal of complaints. Compliance for organisations is not simply a legal obligation; it is also a cultural obligation. For organisations to successfully implement PoSH, there are two key ingredients for success: regular training to build awareness of what all behaviours constitute sexual harassment and the redressal forum i.e. the Internal Complaints Committee (Internal Committee / ICC / IC) and timely updates of the policy, to reflect the evolving dynamics at the workplace. Failure to observe either of these tasks will expose the organisation to great risk, including possible financial liabilities, legal liabilities, lack of trust from employees, and reputational harm.

In short, by investing in PoSH trainings and updating the policy regularly, organisations do not only strengthen workplace culture and build trust, but also show compliance that supports a business model of long-term and sustainable growth.

A PoSH Training Calendar is a detailed schedule that shows when and how the mandatory Prevention of Sexual Harassment (PoSH) training will take place as mandated by the law. It includes trainings for employees, IC members, Sr. Leadership, HR business partners, etc., and other compliance requirements for PoSH, as organisations are required to document ongoing and systematic compliance with the law as per Section 19 of the PoSH Act from 2013 in practice. The PoSH Act requires organisations to prevent sexual harassment in the workplace by educating people on what all behaviours may constitute sexual harassment, rights of the aggrieved woman as well as the respondent, responsibilities of the IC, and procedures for reporting incidents.

The key purpose of the PoSH training calendar, or annual PoSH training schedule, is to facilitate regular sensitisation of employees, ensure leadership accountability, and prepare ICC members to handle cases fairly and confidently. The calendar is a plan for how and when an organisation will conduct awareness and capacity-building trainings (instructor-led or e-learning) under the PoSH Act.

Awareness trainings in the calendar are aimed at every level of employee to understand what constitutes sexual harassment, their rights under the PoSH Act, and reporting processes, forming a critical element of PoSH training in India. Capacity-building trainings focus on members of the IC and provide them with a deep understanding of the process of inquiry into cases under the PoSH Act, their legal obligations, documentation, and effective case redressal processes.

An annual training calendar not only enables organisations to remain compliant with PoSH but also contributes to a supportive and safe workplace for women employees.

A well-maintained calendar is a crucial part of effective PoSH implementation. Below are the reasons that mandate the organisation to maintain PoSH training calendar:

• Compliance: In accordance with the PoSH Act, organisations must keep a PoSH training calendar to guarantee all employees participate in mandatory PoSH awareness trainings. Regular training is essential to prevent penalties and demonstrate commitment to meeting statutory obligations.
• Prevention: To prevent incidents prior to their occurrence, a structured training calendar supports awareness about sexual harassment. Regular sensitisation equips employees with knowledge of acceptable behaviour, reporting steps, redressal mechanisms and creates an inclusive and safer environment.
• Inclusivity: A well-planned training calendar makes it easy to ensure that every category of workforce (on-contract, new hire, remote worker, etc.) receives the PoSH training in a timely manner. This is important, because it makes sure that everybody is aware of their rights and responsibilities.
• Audit & Documentation: The formal training comes in handy for PoSH compliance audits or in producing an annual compliance report. It provides documented proof of training completion, e-learning reports, training sessions, and what the training content was.
• Organisational Commitment: In addition to fulfilling a legal obligation, creating a training calendar is proof of the organisation’s proactive commitment to safety and a sexual harassment free workplace rather than just ‘tick-box’ compliance.

To avoid common pitfalls and create a safer workplace, organisations should be mindful of mistakes that can occur in PoSH implementation.

Find out the common PoSH compliance mistakes in our guide on PoSH compliance.

In recent years, the risks of sexual harassment have expanded to include remote work, hybrid offices, interactions with third parties, as well as digital communication. Regular updates to the policy play an important role in reflecting these workplace realities. By acknowledging these changes, policy remains practical and relevant to employees’ daily experiences.

Consistent revision builds employees’ trust, particularly among female employees, as it reflects the organisation’s commitment to safeguarding dignity and creating a responsive culture. It also keeps Internal Committee (IC) procedures, redressal timelines, and confidentiality clauses updated, ensuring that complaints are addressed efficiently and fairly.

This ultimately demonstrates that the organisation approaches sexual harassment prevention as a living framework, not a one-time compliance exercise.

• Organisations must conduct annual reviews to ensure the policy aligns with the current legal requirements and workplace practices.
• Benchmark against the PoSH Act compliance checklist to identify and address any compliance gaps.
• Feedback must be taken from stakeholders, including the Internal Committee (IC), HR, and employee representatives, to make the policy more practical and inclusive.
• Updates should be clearly communicated through town halls, emails, and the intranet so employees are aware and informed.
• Updated policy must be easily accessible for employee reference.
• Organisations must consistently update the policy to demonstrate commitment to a safe and respectful workplace.

• To ensure consistent compliance, maintain a PoSH training calendar and conduct periodic reviews.
• Document all training sessions/e-learning reports, policy updates, and employee acknowledgements for audit purposes.
• Through advanced trainings, empower Internal Committee (IC) members to improve their effectiveness as committee members.
• Incorporate PoSH awareness into onboarding programmes for new hires and contractors.
• Utilise technology to track participation and monitor compliance efficiently. 

While maintaining a PoSH training calendar and updating policies is essential for legal compliance, it also helps create a safer, more inclusive workplace, develop employee trust, and strengthen organisational culture. With structured training, refresher sessions/modules, and timely policy updates, organisations can prevent sexual harassment and stay aligned with evolving laws.

Complykaro, a trusted provider of PoSH training and compliance, PoSH E-Learning course, ICC/IC training, and workplace sensitisation programmes, helps organisations implement effective training schedules and policy updates to create a safer, legally compliant workplace. Contact us today to encourage a safe and respectful workplace free from sexual harassment.