SafeSpace provides POSH compliance training in India, alongside documentation and Internal Committee support. An Internal Committee needs more than a constitution order. Employees need more than an annual presentation. Your organisation needs documented processes, practical training, and a committee prepared to respond when a complaint arrives.
SafeSpace supports organisations under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, commonly known as the POSH Act. Services include policy and documentation support, employee and manager training, IC capability sessions, External IC Member services, and inquiry support.
A first conversation to understand your requirements and identify a suitable next step.
Choose the closest match. We will point you towards the most relevant SafeSpace service.
Prepare committee members for their responsibilities, inquiry procedures, impartiality, documentation, and the handling of complaints.
For organisations with approximately 75 employees that need a defined starting scope for POSH documentation and training.
Indicative package for an organisation of around 75 employees, subject to confirmation of scope.
Inquiry support, additional IC review meetings, and External IC Member retainers are not included in this package.
Choose a format that fits your workforce and the service being delivered.
Virtual and in-person sessions can be discussed in English or Hindi, depending on the programme and audience. E-modules are available in English.
Request an E-Module DemoWant to see the learner experience before choosing e-learning? Request a short ProLearn POSH e-module demonstration. We will confirm a suitable time with you.
Requirements can vary with employee strength, legal entities, locations, workforce languages, and the number of IC members to be trained.
Custom scope based on employee strength, locations, and service requirements.
Contact us for a proposal tailored to your organisation.
Request a custom proposal →The package scope, delivery format, and any location or travel requirements should be confirmed in writing before engagement. It does not represent a guarantee of compliance or legal outcome.
Start with the immediate requirement. We can then confirm the relevant service, scope, delivery mode, and next steps.
For organisations setting up their POSH arrangements or reviewing existing documents and processes.
For employees, managers, and IC members who need to understand their responsibilities and respond appropriately.
For organisations that need an eligible External IC Member or specialist support for an Internal Committee inquiry.
SafeSpace brings together POSH training, IC practice, documentation support, and facilitation experience. The figures below describe the practice and its work, not a guarantee of any future outcome.
Harsh supports organisations that need External IC Member services and experienced inquiry practice. Appointment suitability and scope are confirmed for each engagement.
Read more about the practitioners →
Shakti facilitates POSH awareness sessions and IC training across organisations and sectors. His facilitation approach focuses on practical scenarios, participant questions, and whether people understand how to apply the process rather than simply recall definitions.
His background in NLP informs his facilitation practice and reading of group dynamics. SafeSpace's legal and procedural work remains grounded in the applicable law, the agreed scope, and the responsibilities of the organisation and its Internal Committee.
Connect on LinkedIn →The full statutory name is the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. These short notes are a starting point for review, not a substitute for advice on a specific case or organisation.
Employers with ten or more employees are required to constitute an Internal Committee in accordance with Section 4. Review the committee's composition, eligibility, appointment records, and current terms.
Section 4(3) provides that the Presiding Officer and every IC member hold office for the period specified by the employer, which cannot exceed three years from nomination. Track nomination dates and arrange renewal or replacement where required.
Section 19(b) requires employers to organise workshops and awareness programmes for employees at regular intervals. Keep the programme, delivery, attendance, and supporting records aligned with the organisation's obligations.
Review applicable annual reporting obligations, complaint records, and the status of required submissions with the relevant District Officer. Responsibilities and processes should be checked against the organisation's circumstances and applicable rules.
SHe-Box is a government portal for reporting workplace sexual harassment. Discuss the registration and recordkeeping steps applicable to your organisation, alongside its other obligations under the Act.
When a complaint is received, the Internal Committee must follow the applicable procedure, act impartially, and consider the evidence. Specialist support can help the committee understand process requirements without predetermining the outcome.
Legal requirements can depend on the facts, applicable rules, and relevant notifications. Confirm specific questions with a qualified legal professional or the appropriate authority.
Discuss your current POSH arrangements, the training your people need, or the documentation your organisation needs to review. Start with the immediate requirement and agree the next step from there.
For practical notes on POSH compliance, IC governance, and workplace obligations, read SafeSpace on Substack.
Download the free IC Confidence Audit.
Five questions for your IC before the next inspection.
Ten minutes.
Free.
Whether you need to build your IC from scratch, run the annual sessions, handle a live complaint, or understand what a 31-point inspection checklist would find, there are two ways to get clarity. Book the call. Or start with the audit. Either one is a real start.