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Overview:
Most POSH training explains the law. Very few help people actually run POSH compliance well, from setting up the right systems, to handling a complaint, to conducting an inquiry that holds up when it is questioned. This programme is built for the people who carry that responsibility day to day: HR teams, in-house legal, IC members and presiding officers. It assumes you already know the basics of the Act. Its focus is on judgement and practice, the parts that a rulebook cannot teach you.
The programme is built around the two skills that decide whether compliance is real or only on paper: advising an organisation well before problems arise, and conducting a fair, defensible inquiry when a complaint comes in. But it places both inside the full picture of POSH compliance, so participants leave understanding the whole cycle, not just one part of it.
What the programme covers:
Across the two days, participants work through the full range of POSH compliance:
- Setting up compliance correctly — a policy that holds up to inspection, a properly constituted IC, and the records an organisation is expected to keep.
- Meeting ongoing obligations — annual reports, awareness and training duties, and staying ready for government inspection.
- Reading risk early — spotting where an organisation is exposed before a complaint forces the issue.
- Handling a complaint — knowing what is and isn’t a POSH matter, managing interim measures, and protecting people from retaliation.
- Conducting the inquiry — running a fair process, weighing evidence correctly, and writing findings that stand up to challenge.
How it runs:
Pre-work (about 2 hours). A short self-check and a few readings, including two real (anonymised) case files and a policy to review — so you arrive having already thought through the kinds of decisions you’ll be asked to make.
Day 1 — Advisory and compliance (4 hours, live). How to advise an organisation and keep it compliant: building a strong policy, constituting the IC correctly, meeting reporting and training duties, staying inspection-ready and spotting risk early. We also cover the harder calls, matters that fall outside POSH and situations where your different duties pull against each other. Worked through live cases.
Day 2 — Enquiry (4 hours, live). How to run an inquiry that holds up: framing the allegations, gathering and weighing evidence, questioning fairly, applying the correct standard of proof, handling power imbalance and retaliation risk, and writing findings that survive challenge. Participants take a case from complaint all the way to the final report.
Post-work (about 3 hours). Each participant drafts part of an inquiry report or a policy review based on a real scenario, and gets detailed feedback, tying the two days together.
What each role takes away:
HR teams. HR usually carries the whole process, receiving the complaint, supporting the committee, and holding the compliance load. This programme gives you the footing to set compliance up properly, spot risk early, and run an inquiry without second-guessing yourself. You leave able to tell what is and isn’t a POSH matter, handle interim measures and retaliation risk safely, and stand behind a report you’ve actually built under guidance.
In-house legal and IC members. Lawyers on an IC usually know the law well, but a POSH inquiry works differently from a court case. It uses a different standard of proof, cannot run full court-style procedure, and expects you to be fair to both sides without treating it as a battle. This programme helps you apply your legal training to POSH the right way, and avoid the common mistakes that get otherwise sound inquiries overturned.
Presiding officers. The person who holds the committee together gains the most from seeing compliance, advisory, and inquiry as one connected job. You leave better able to run a fair process, keep the inquiry within its limits, and produce findings that make sense to a court, a complainant, and a board alike.
Compliance and legal heads. If you own the function rather than sit on every committee, this programme sharpens your ability to judge whether your organisation’s ICs are actually up to the job, what good practice looks like, what a solid report reads like, and where your current risk sits.
What participants leave able to do:
Set up and maintain POSH compliance properly; advise an organisation on its risks before a complaint forces the issue; know what an IC can and cannot take up; run an inquiry that is fair to everyone involved; and write a report whose reasoning is clear to a court, a complainant, and a board alike.
Facilitator:
Pallavi Pareek, Founder, Ungender Legal Advisory and Conduct | Legal Expert | DEI and Workplace Compliance Advocate
Pallavi is one of India’s foremost experts on workplace law, gender equity, and compliance. With over two decades of experience, she has worked with 1,000+ organizations and overseen more than 9,000 workplace sexual harassment investigations, driving accountability and fairness through legal and behavioural precision. As the Founder of Ungender Legal Advisory and Conduct, Pallavi has built India’s leading ecosystem for POSH compliance, case management, and organizational culture transformation. She has also certified over 30,000 POSH practitioners, equipping professionals across industries with the knowledge to lead safe workplace practices. Beyond organizational work, Pallavi is the Founder of the Initiatives for Inclusion Foundation, through which she spearheads advocacy for state-level implementation of the POSH Act and has filed a Public Interest Litigation (PIL) addressing systemic gaps in government oversight and redressal mechanisms.
Her collaborations with organizations such as Maersk, Unilever, Godrej, and Agilent Technologies reflect her ability to integrate law, culture, and leadership accountability. Known for her facilitation that combines legal rigour with empathy and realism, Pallavi continues to shape how India understands and implements workplace safety and gender justice.
For assistance, please contact the undersigned.
