POSH internal committee training builds the knowledge and skills Internal Committee members need under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. It covers the IC's mandate, complaint handling, conciliation, inquiry procedure, natural justice, interim relief, report writing, confidentiality and annual reporting, with a full mock inquiry.
- Recommended: 1 day in person, or 2 x 3.5-hour live virtual sessions; annual refresher of half a day; customised to your policy
- Level: Foundation to Intermediate · In person · Live virtual · Blended
- Designed with the ADDIE model and customised to your context
- Offered by Bodhih since 2008 to 2,000+ organisations across 7 regions
Also known as: POSH ic training, icc training, internal complaints committee training, POSH committee member training
Where and how: POSH internal committee training as an in-person workshop in Bengaluru, Mumbai, Delhi NCR, Gurugram, Hyderabad, Chennai, Pune, Kolkata, Ahmedabad and Jaipur; as a live online course; or delivered overseas in Dubai, Singapore and across the Middle East, Asia and Africa.
Why IC members need proper preparation
An Internal Committee member may handle only a few cases, but each one affects people's careers, wellbeing and trust in the organisation. A poorly run inquiry can harm the complainant, deny fairness to the respondent and expose the employer to challenge.
The Act expects employers to organise orientation and skill-building for IC members, alongside awareness for all employees. Focused posh internal committee training gives members the confidence to follow procedure, manage hearings and write clear findings within the statutory timelines.
What participants will be able to do
Understand the mandate
Explain the IC's powers and duties under the POSH Act, including what counts as sexual harassment and as a workplace.
Receive complaints well
Take in a complaint with sensitivity, record it properly and help a complainant put it in writing when needed.
Offer conciliation correctly
Run conciliation only at the complainant's request and without any monetary settlement.
Conduct a fair inquiry
Plan and run hearings that follow natural justice, including notice, a reply, evidence and cross-questioning through the IC.
Write defensible reports
Draft findings and recommendations that are reasoned, evidence-based and delivered within the statutory time limits.
Protect confidentiality
Handle records, communication and follow-up in ways that protect identities and prevent retaliation.
Who should attend
- Presiding Officers of Internal Committees
- Newly nominated and existing IC members
- External members who support IC proceedings
- HR professionals who coordinate IC work and records
- Leaders of branches and sites with their own IC
- Compliance and ethics teams overseeing POSH governance
Program outline
Recommended design, customised to your context after a short needs analysis.
01The Act and the IC's mandateModule 1 · 60 min+
- Definitions of sexual harassment, aggrieved woman, employee and workplace, including extended workplaces
- IC at every office or branch with 10 or more employees and the role of the Local Committee
- Composition: a senior woman Presiding Officer, at least two employee members, one external member, at least half women, tenure of up to three years
02Receiving a complaintModule 2 · 60 min+
- Written complaint within three months of the incident, or the last in a series, extendable by a further three months for recorded reasons
- Helping a complainant who cannot write it down, and who may file on her behalf
- Intake checklist and first-contact script that avoids judgement
03Conciliation and interim reliefModule 3 · 45 min+
- Conciliation only at the complainant's request and never through a monetary settlement
- Interim relief the IC may recommend, such as transfer or up to three months of additional leave
- Documenting a conciliated settlement and what happens next
04Running the inquiryModule 4 · 120 min+
- Notice to the respondent and time for a reply, and a quorum of at least three members including the Presiding Officer
- Civil court powers to summon witnesses and require documents
- Questioning techniques, handling digital evidence and managing emotionally charged hearings
05Findings and report writingModule 5 · 75 min+
- Completing the inquiry within 90 days and sharing the report within 10 days
- Standard of proof, weighing evidence and writing reasoned findings
- Recommendations, the employer's 60-day window to act, and false or malicious complaints
06Confidentiality, records and annual reportingModule 6 · 30 min+
- What must stay confidential and the penalty for breach
- Maintaining case files and the IC's annual report
- Preventing retaliation and supporting both parties after closure
07Mock inquiryModule 7 · 90 min+
- Full simulation from complaint to report using a realistic case
- Participants rotate roles as Presiding Officer, members and parties
- Trainer debrief on procedure gaps, bias and language
How we deliver it
Grounded in the Act
Content follows the Act, the 2013 Rules and the government handbook, and is mapped to your own POSH policy during the Analyse phase.
Safe practice space
Scenarios use fictional cases, and we set ground rules so members can ask sensitive questions openly.
Skills, not just law
Much of the day builds interviewing, note-taking, neutral language and report writing skills through practice.
Tools you keep
Members leave with intake forms, a hearing plan, a timeline tracker and a report template adapted to your policy.
Tailored versions
For new ICs
A full-day program for newly constituted committees, including set-up, templates and a complete mock inquiry.
Advanced refresher for experienced ICs
A half-day session on complex cases such as online harassment, multiple complainants, senior respondents and hybrid workplaces.
For multi-location organisations
Live virtual batches that bring branch ICs together so every site follows the same procedure and reporting format.
How we measure impact
Following the Evaluate phase of ADDIE, IC members take a scenario-based pre and post assessment on AssessAll covering procedure, timelines and judgement calls. The trainer scores the mock inquiry and report against a rubric and shares feedback with each member. At 30, 60 and 90 days we check with the Presiding Officer that templates are in use, and we recommend an annual refresher when members change.
Pair this program with AssessAll, Bodhih’s AI assessment platform, for pre- and post-program skill measurement.
Frequently asked questions
What is the role of the Internal Committee under POSH?
The Internal Committee receives complaints of sexual harassment, offers conciliation when the complainant requests it, conducts inquiries, and recommends action and interim relief to the employer. It has certain civil court powers during an inquiry, such as summoning people and requiring documents. It also contributes to the annual report on complaints received and resolved.
Who should be on the POSH Internal Committee?
The Act requires a Presiding Officer who is a senior woman employee, at least two employee members with a commitment to women's causes or relevant experience, and one external member from an NGO or with relevant knowledge. At least half the members must be women, and members hold office for up to three years.
How long does a POSH inquiry take?
The Act requires the IC to complete its inquiry within 90 days of receiving the complaint. The report goes to the employer within 10 days of completing the inquiry, and the employer should act on the recommendations within 60 days. Good planning of notices, hearings and evidence helps committees keep to these timelines.
Is training mandatory for IC members?
The Act places a duty on employers to organise orientation and skill-building programs for IC members, as well as awareness for employees. Beyond compliance, POSH internal committee training helps members follow procedure correctly, reduce the risk of flawed inquiries and treat both parties with dignity. Many organisations add a refresher each year.
Can a POSH complaint be settled through conciliation?
Yes, but only if the complainant asks for it before the inquiry begins. The Act does not allow monetary settlement as the basis of conciliation. If a settlement is reached, the IC records it and no further inquiry is needed, though the complainant can approach the IC again if its terms are not honoured.
Is POSH IC training a substitute for legal advice?
No. This is a training program that builds knowledge and practical skills for IC members based on the POSH Act, 2013 and its Rules. It is not legal advice. For decisions on specific cases or complex legal questions, the IC and employer should consult qualified legal counsel.
Do you also train all employees on POSH?
Yes. IC training is one part of a complete POSH approach. We also run employee awareness sessions and manager sessions on recognising and responding to concerns, which you can explore on our prevention of sexual harassment page. Running both helps employees trust the process and know how to raise a complaint.