POSH Train the Trainer Certification.

Start with a clear, accurate understanding of the law.

Effective POSH training begins with a clear and accurate understanding of the law. This module introduces the evolution, purpose and scope of the POSH Act, 2013, along with the key legal terms every trainer must explain correctly. You will explore different forms of sexual harassment, workplace coverage, employer responsibilities and important legal developments. The trainer focus is on simplifying complex provisions without weakening their meaning or presenting personal interpretation as legal advice.

• The evolution, purpose and scope of the POSH Act, 2013
• Key terms such as sexual harassment, workplace, employee and aggrieved woman
• Quid pro quo, hostile work environment and other forms of unwelcome conduct
• Employer responsibilities and consequences of non-compliance
• Important judicial developments and connected legal frameworks

• Explain the purpose and scope of the POSH Act in clear language
• Recognise different forms of sexual harassment in workplace situations
• Apply key legal definitions to practical examples
• Describe employer responsibilities under the POSH framework
• Simplify legal concepts without reducing their accuracy

An Internal Committee must do more than exist on paper.

This module explains how the Internal Committee (IC) is constituted, who should serve on it and what each member is expected to do. You will also explore the committee's procedural authority, the Local Committee route, documentation, confidentiality and annual reporting. The trainer focus is on helping different audiences understand what the IC can do, what it cannot do and where organisations commonly go wrong.

• Internal Committee composition, tenure, replacement and reconstitution
• Responsibilities of the Presiding Officer, members and external member
• The procedural authority, functions and limits of the Internal Committee
• Local Committee routes and employer support responsibilities
• Documentation, confidentiality, annual reporting and common compliance gaps

• Assess whether an Internal Committee has been constituted appropriately
• Explain the responsibilities of each committee member
• Distinguish between the roles of the Internal Committee and Local Committee
• Describe essential documentation, confidentiality and reporting requirements
• Identify common gaps in committee functioning and explain suitable corrective steps

Fairness, confidentiality and procedural care throughout.

Handling a POSH complaint requires fairness, confidentiality and procedural care. This module explains the complaint lifecycle, from receiving and acknowledging a complaint to conciliation, inquiry, recommendations, employer action and appeal. You will also develop trauma-informed awareness for handling disclosures, interviews and sensitive evidence. The trainer focus is on explaining the process responsibly without making assumptions, investigating a concern during training or causing further distress.

• The complaint lifecycle and key procedural timelines
• Conciliation, inquiry principles, natural justice and evidence awareness
• Interim measures, recommendations, compensation and appeal pathways
• Confidentiality and the correct approach to alleged false or malicious complaints
• Trauma responses, sensitive communication and responsible disclosure handling

• Explain the main stages of the POSH complaint process
• Identify the appropriate procedural response at different stages
• Apply fairness, confidentiality and natural justice to workplace situations
• Use sensitive language when discussing complaints and disclosures
• Respond to concerns raised during training without acting as an investigator or legal adviser

Workplace interactions no longer happen only inside an office.

Remote work, WhatsApp groups, virtual meetings, social media, client visits and digital platforms can all create workplace-related concerns. This module explores digital misconduct, third-party interactions, gig work, cross-border teams and changing power dynamics. It also prepares you to address questions about gender inclusion, emerging technology and workplace boundaries without presenting uncertain interpretations as settled law.

• POSH concerns in remote work, hybrid teams and virtual communication
• Digital misconduct involving messages, email, social media and AI-generated content
• Third-party, gig, platform and cross-border workplace situations
• Gender-inclusive workplace policies and intersectional experiences
• Power dynamics and emerging risks across startups, MSMEs and other workplaces

• Recognise how workplace-related misconduct may occur beyond a physical office
• Analyse remote, digital and third-party situations using relevant POSH principles
• Respond clearly to questions about work-from-home and workplace boundaries
• Distinguish statutory POSH coverage from broader organisational policy protections
• Use inclusive and current examples while delivering POSH training

Turn subject knowledge into structured, audience-ready learning.

Knowing POSH does not automatically make someone an effective POSH trainer. This module helps you turn subject knowledge into structured, engaging and audience-specific workplace learning. You will learn to design sessions, use scenarios, manage resistance and respond to difficult questions or sensitive disclosures. You will also explore how to measure learning and build continuous awareness instead of relying only on one annual presentation.

• Adult learning principles and effective POSH session design
• Audience-specific approaches for employees, managers, leaders and IC members
• Scenario-based learning, case discussions, role-plays and storytelling
• Managing resistance, difficult questions, emotional reactions and disclosures
• Training evaluation, continuous awareness, inclusive design and trainer ethics

• Design a POSH session with clear objectives, activities and timings
• Adapt language, examples and activities for different workplace audiences
• Facilitate sensitive discussions with neutrality and confidence
• Manage resistance, difficult questions and disclosures within professional boundaries
• Evaluate learning and recommend ways to strengthen ongoing POSH awareness

Confident delivery isn't enough — trainers need judgement too.

Responsible POSH training requires more than confident delivery. Trainers must maintain accuracy, protect confidentiality, remain neutral and understand where their role ends and specialist legal or organisational support begins. This module brings together your learning through content review, session planning and trainer self-assessment. You will prepare an audience-specific POSH training plan and strengthen the professional judgement required to deliver responsible and current workplace learning.

• Trainer ethics, confidentiality, neutrality and professional boundaries
• How to review POSH content for legal accuracy and sensitivity
• How to build a sector-specific and audience-ready training plan
• How to assess trainer delivery using clear quality criteria
• How to maintain professional learning and keep training content current

• Apply appropriate ethics and boundaries while delivering POSH training
• Review training content for accuracy, sensitivity and audience relevance
• Create a structured, sector-specific POSH training plan
• Evaluate trainer performance and identify areas for improvement
• Apply integrated trainer judgement to new workplace situations