Reviewed 7 October 2026. Original publication: 18 May 2026.
Looking for a PoSH training PPT or PDF for workplace awareness? Use the presentation below alongside your organisation’s current policy, committee details and local requirements. The article explains the statutory framework, while the editable slide deck helps an HR team prepare a structured awareness session.
Download the PoSH training presentation
Download the PoSH training PDF · Download the editable PowerPoint presentation
Edition note: these are updated replacement resources reviewed on 7 October 2026, not a claim that the original 2024 presentation has been recovered. The established PDF address again supplies a real presentation PDF. There is no email gate. Adapt the employer-contact slide before presenting; retain the source references and have substantive changes reviewed.
The 15-slide resource covers respectful conduct, the Act’s scope, Internal Committee and Local Committee routes, complaint timelines, conciliation, fair inquiry, confidentiality, manager responsibilities, employer controls and a short discussion quiz. It is an awareness aid—not a compliance certificate, inquiry manual or substitute for specialised committee training.
What is the PoSH Act?
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 provides the statutory framework. Its definitions cover an aggrieved woman of any age, whether employed or not, in relation to a workplace. The employee and workplace definitions are broader than a permanent office employee sitting at a desk: contract workers, trainees, work visits and employer-provided transport can be relevant.
An employer can adopt broader respectful-workplace protections, but should distinguish that policy’s scope from the statutory committee’s jurisdiction and procedure. Explain both routes accurately rather than representing every internal policy complaint as automatically governed by the same statutory process.
What should an employee awareness session cover?
| Topic | Practical learning |
|---|---|
| Respectful behaviour | Recognise unwelcome remarks, messages, gestures or requests. A claim that conduct was a joke does not settle whether it was unwelcome. |
| Workplace scope | Discuss work-related communication, travel and offsite activity with the relevant employment context. |
| Reporting route | Know the current committee contact, policy location and available assistance. |
| Fair process | Understand that committee findings follow the applicable process; colleagues must not prejudge a complaint. |
| Privacy and support | Use confidential channels, avoid circulation of allegations and explain appropriate support. |
| Manager response | Listen without blame, avoid retaliation or pressure, preserve relevant material and refer through the proper route. |
Use hypothetical, non-identifying examples. A general awareness session is not a forum for discussing actual complainants, respondents, witnesses or confidential proceedings. Make the material understandable in the language and format appropriate to the workforce.
Internal Committee: constitution and composition
Establishments with 10 or more workers must constitute an Internal Committee through a written order. Section 4 also addresses separate offices or administrative units at different locations. Check the actual organisational structure rather than assuming one group-level nameplate resolves every establishment’s obligation.
The committee includes a senior woman employee as Presiding Officer, at least two employee members with the relevant commitment or experience, and one external member from a qualifying organisation or a person familiar with the issues relating to sexual harassment. At least half of the total members must be women. Appointment terms cannot exceed three years.
Keep the written order, tenure, vacancy replacements, contact details and orientation records current. Check conflicts and provide the facilities and information required for the committee’s work. Older documents may use ICC terminology; that wording difference does not remove the need to verify the current constitution.
What about establishments with fewer than 10 workers?
Section 6 provides a district Local Committee route for establishments without an Internal Committee because they have fewer than 10 workers, and for a complaint against the employer. A small establishment is not outside all employer responsibilities. Obtain the actual current district contact and explain it to the workforce; do not publish an invented committee or contact number.
PoSH complaint and inquiry timelines
| Stage | Statutory period | Reference / qualification |
|---|---|---|
| Written complaint | Within 3 months of the incident, or the last incident in a series | Section 9 |
| Extension of complaint period | Up to a further 3 months | Committee must record reasons and apply the statutory conditions; it is not automatic |
| Inquiry completion | Within 90 days | Section 11(4) |
| Inquiry report | Within 10 days of completion | Section 13(1) |
| Action on recommendations | Within 60 days of receipt | Employer / District Officer under section 13(4) |
| Appeal | Within 90 days of the recommendations | Section 18, through the applicable route |
Where a complaint cannot be made in writing, the committee must provide reasonable assistance. The Act and Rules also address specified circumstances involving another authorised person. A live matter needs proper review of the actual dates, service rules, procedure and jurisdiction; a table alone is not an inquiry checklist.
Conciliation is voluntary, not a compulsory settlement
Before inquiry, the committee may take conciliation steps only at the aggrieved woman’s request. Monetary settlement cannot be the basis of conciliation under section 10. The committee records any settlement and supplies the required copies. Managerial pressure to withdraw a complaint or an informal office compromise is not a substitute for the statutory process.
Fair inquiry, interim measures and confidentiality
Follow the applicable service rules and prescribed procedure, provide the required opportunity to be heard, manage conflicts and retain reliable records. On a written request, the committee can recommend prescribed interim measures, including transfer or up to three months’ additional leave under section 12. These measures are not automatic in every complaint.
Section 16 restricts public disclosure of complaint content, identities, inquiry details and recommendations. Use need-to-know access and secure storage, without denying the procedural disclosures required for a fair hearing. Do not circulate screenshots or case narratives in training groups or social media.
Insufficient proof is not automatically a false complaint. Section 14 distinguishes inability to substantiate a complaint from established malicious intent. Action for malicious conduct requires the proper inquiry and finding, not an assumption based on the outcome alone.
Employer compliance checklist
- Maintain the appropriate written committee constitution and current membership/contact information.
- Make the workplace policy, reporting route and required notices accessible to the workforce.
- Arrange employee awareness at regular intervals and orientation for committee members. The Act does not prescribe one universal “once a year only” interval.
- Provide committee facilities and support the required attendance, information and records.
- Maintain training attendance/materials and policy communication evidence without mixing confidential complaint records into a general training file.
- Check committee annual reporting, employer reporting and current district/state filing arrangements under the Act and applicable Rules.
- Review gaps when locations, workforce composition, management or committee membership change.
A presentation alone does not complete the programme. Policy communication, committee capability, accessible reporting and proper handling of actual matters remain separate responsibilities.
Frequently asked questions
Can this PowerPoint be edited for our organisation?
Yes. Insert verified local contacts and policy details, keep legal source references, and review substantive changes before use. The contact slide is a preparation template, not a live complaint channel.
Is a PoSH training certificate compulsory proof of complete compliance?
Do not treat a generic certificate as proof that all obligations are met. Maintain evidence of the actual awareness/orientation work and the wider duties applicable to the establishment.
Is this deck enough for committee members conducting an inquiry?
No. Committee members need appropriate procedural orientation. A live inquiry requires attention to the Act, Rules, service rules, fairness and the particular facts.
Can an employer use a broader gender-inclusive policy?
A broader respectful-workplace policy can be adopted, while correctly distinguishing its internal processes from the statutory protections and jurisdiction under this Act.
Sources and scope
Primary reference: PoSH Act, 2013, especially sections 2–4, 6, 9–19 and 21–22, read with the applicable Rules and current local directions. For a business engagement covering policy, training or employer processes, see PoSH compliance services. Do not submit confidential complaints through a public service-enquiry form.