POSH Training: A Legal Necessity For Internal Committee Members

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act), along with The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Rules, 2013 (Rules), places a statutory obligation on employers to establish an Internal Committee (IC) to address complaints of sexual harassment at the workplace. Additionally, Section 19(c) of the POSH Act and Rule 13 of the Rules, inter-alia, mandate compulsory training for IC members to ensure they are well-equipped to handle complaints, conduct inquiries, and fulfil compliance requirements under the POSH Act and Rules.

As a quasi-judicial body, the IC must adhere to the principles of natural justice and strictly follow the procedural framework prescribed by law. However, internal IC members, often being employees without formal legal training, may face challenges in executing their responsibilities in a legally compliant manner. A lack of adequate knowledge can