POSH compliance training and record-keeping

Define coverage before scheduling

Start from the population, not the calendar. List every group that needs coverage — permanent staff, contract and on-site third-party workers, interns, new joiners, managers, Internal Committee — and record what each needs and how often.

Coverage defined this way makes gaps visible immediately. Coverage defined as 'we ran four sessions' does not.

• Population by entity, branch, department and employment type
• Required track per group and required frequency
• Language and shift constraints per location
• Named owner for each population

Rolling out across branches

Multi-location rollouts fail at the edges: the smallest branch, the night shift, the contract workforce. Planning by location and shift from the start, with a trainer matched to each language requirement, avoids the January scramble.

• Session plan per branch, shift and language
• Trainer allocation matched to language and sector
• Nomination lists per session with attendance capture
• Escalation for populations still uncovered near the deadline

Evidence that stands up

The record set that matters is per participant, not per session: who attended, when, which track, and their acknowledgement. Certificates carry verification codes so a record can be checked rather than taken on trust.

• Per-participant attendance and acknowledgement
• Verifiable completion certificates
• Session-level trainer and content record
• Exports by branch, department, period and track

Renewals and change events

Two events break otherwise healthy programmes: annual refreshers slipping, and Internal Committee membership changing without retraining. Both are handled as tracked renewals with reminders rather than as calendar entries someone has to remember.

• Annual awareness refresh per population
• Internal Committee retraining on membership change
• New-joiner coverage between cycles
• Reminder workflow to the accountable owner

Preparing for scrutiny

Customer due diligence questionnaires, investor diligence and internal audit all ask variations of the same question: show us your coverage. Being able to export it in minutes rather than reconstructing it is the practical benefit of running POSH as a programme.

What is legally required of your organisation in reporting terms should be confirmed with your legal adviser; our role is to make the training and its evidence reliable.

Training is not legal advice

TrainingForge and FOGS Consultants provide workplace training and awareness programmes. Our sessions explain obligations and good practice under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and the associated Rules, but they are not legal advice and do not replace advice from a qualified lawyer on your organisation's specific facts.