Nawal Foundation provides practical POSH training in Lucknow for employees, managers and Internal Committees — including awareness sessions, IC setup and end-to-end compliance support, delivered onsite across Lucknow and Uttar Pradesh and online across India.
Workshop on POSH — building awareness for a safe and respectful workplace
POSH training is a mandatory workplace awareness programme under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. Every employer in India with 10 or more employees must conduct it and constitute an Internal Committee.
The Act applies to companies, schools, colleges, hospitals, NGOs and government bodies alike — the obligation follows the workplace, not the sector. Training must cover all employees, with separate and deeper orientation for Internal Committee members. Most organisations run it annually, with refreshers whenever new IC members are appointed. Failure to comply carries a fine of up to ₹50,000 and, on repeat offences, risk to your business licence.
What the law actually requires of you, section by section.
Section 4 — Internal Committee Constitute an Internal Committee at every office or branch with 10 or more employees. Minimum four members. The Presiding Officer must be a senior woman employee. At least one member must be an external member from an NGO or legal background. At least half the members must be women.
Section 19 — Employer's duty Organise awareness programmes for employees at regular intervals and orientation programmes for Internal Committee members. Display the penal consequences of sexual harassment at a conspicuous place in the workplace.
Section 21 — Annual report File an annual report with the District Officer stating complaints received, disposed of, and pending for more than 90 days.
Section 26 — Penalty A fine of up to ₹50,000. A repeat offence doubles the penalty and can lead to cancellation or non-renewal of your business licence or registration.
Companies Act, Section 134 Disclosure in the Board's Report confirming the company has complied with provisions relating to the constitution of the Internal Committee.
Compliance is not a one-time exercise. A policy on file with no training record, no functioning Internal Committee and no annual return will not survive scrutiny — and an IC constituted without a valid external member can render an entire inquiry defective.
Complete POSH Act solutions, scoped to the size, sector and structure of your organisation.
Interactive sessions explaining what constitutes sexual harassment at work, how to recognise it, and how the redressal mechanism works — using real workplace scenarios, not legal abstractions.
The specialised training your IC legally needs before it hears a single complaint: inquiry procedure, evidence assessment, natural justice, timelines and report writing.
Section 4 requires an external member on every Internal Committee. We serve as that member — bringing legal rigour and independence to your inquiries, and keeping your committee validly constituted.
A policy that reads well but does not align with judicial interpretation is a liability. We draft or audit yours against the Act, the Rules and case law.
Procedural handholding when a complaint is live — the stage at which most organisations make the errors that get inquiries set aside.
An annual check that your committee, policy, training coverage and filings would withstand inspection — plus help preparing your Section 21 return.
Clear outcomes for participants and organisations — not just attendance, but compliance you can demonstrate.
The POSH Act follows the workplace, not the industry. We adapt scenarios, language and examples to yours.
Manufacturing units, service firms and family-run businesses across Lucknow and Uttar Pradesh crossing the 10-employee threshold for the first time.
Fast-growing teams with hybrid and remote staff, where virtual harassment and cross-location IC jurisdiction raise questions the standard policy does not answer.
Teaching and non-teaching staff, hostel wardens and administration — with the overlap between POSH and child protection law addressed directly.
Shift-based environments with resident doctors, nursing staff and contractual workers, where reporting hesitancy is highest.
Field teams and community workers operating outside a fixed office, where "workplace" under the Act extends further than most assume.
Departments and public undertakings needing documented, audit-ready compliance and trained committee members.
We came to POSH compliance through grassroots legal awareness, not through consultancy. That is why our sessions are built around what employees actually experience, and what Internal Committees actually get wrong.
A five-step engagement, not a one-off lecture.
We review your existing policy, the constitution of your Internal Committee, employee count and workplace structure — and tell you plainly where you currently stand.
Scenarios are rewritten for your sector, the language is set to English, Hindi or bilingual, and the mode is fixed as onsite, online or hybrid.
Interactive, case-based sessions with role-play and live Q&A. Separate depth for employees, leadership and Internal Committee members.
Participation certificates plus an attendance and coverage record you can place directly in your compliance file.
Policy handover, IC handholding for the first live complaint if needed, and a scheduled annual refresher so compliance does not lapse.
| Programme | Duration | For | Mode |
|---|---|---|---|
| Employee awareness session | 2–3 hours | All employees | Onsite / Online |
| Internal Committee training | 4–6 hours | IC members | Onsite preferred |
| Leadership & management briefing | 90 minutes | Senior management | Onsite / Online |
| Annual refresher | 2 hours | All employees | Online |
| Gender sensitisation workshop | 3 hours | All employees | Onsite |
All formats available in English, Hindi or bilingual delivery.
Dr. Arrpita Kapoor holds a Ph.D. in Law specialising in sexual harassment of women at the workplace — the exact subject of the POSH Act. Most POSH training in India is delivered by generalist HR consultants. Yours would be delivered by someone whose doctoral research is in this law.
"The POSH training conducted by Nawal Foundation gave our committee clarity on inquiry timelines, confidentiality, and documentation. Highly recommended for every institution."
"Dr. Arrpita's legal depth and real-world case examples made the training engaging and easily understandable for all staff members across departments."
"Appointing Nawal Foundation as our external IC member brought immense credibility and structure to our workplace POSH compliance framework."
Our office is in Sector G, Aliganj, Lucknow, and we deliver POSH training onsite across the city — Hazratganj, Gomti Nagar, Vibhuti Khand, Indira Nagar, Chinhat and the Amausi industrial belt — usually within a week of enquiry, with no travel billing inside Lucknow.
Beyond the city we travel to Kanpur, Varanasi, Prayagraj and Noida for onsite sessions, and deliver online across India. For organisations in Uttar Pradesh we also help identify the correct District Officer for your Section 21 annual filing — a step small employers routinely miss until an inspection raises it.
As a not-for-profit, we offer subsidised and, in some cases, free sessions for government schools, Anganwadi centres and small NGOs in and around Lucknow.
Nawal Foundation Sector G, AliganjCost depends on four things: the number of employees, the number of sessions, whether delivery is onsite or online, and whether policy drafting, IC setup or external-member services are included alongside the training.
As a not-for-profit organisation, our rates typically sit below commercial consultancy pricing, and we offer subsidised or free sessions for government schools, Anganwadi centres and small NGOs. Share your organisation size and requirement and we will send a written quote within one working day.
Training led by a Ph.D. whose doctoral work is specifically on sexual harassment of women at the workplace.
No upselling, no retainer pressure. Subsidised rates for the education and NGO sectors.
12A, 80G and Darpan registered — your CSR budget can fund this engagement.
Most national providers deliver only in English. On factory floors and in schools, that means the session does not land.
Onsite at short notice, no travel billing within the city, and available in person when a live complaint needs handling.
Fifteen years of grassroots work on women and child rights behind every session — not a compliance product bolted onto a consultancy.
POSH training helps employees, managers and Internal Committee members understand workplace sexual harassment, prevention responsibilities, reporting procedures and appropriate responses under the POSH Act, 2013.
Employee awareness sessions are suitable for staff at every level. More detailed training should be provided to HR professionals, managers, senior leadership and members of the Internal Committee.
Nawal Foundation provides POSH training for organisations in Lucknow. Depending on the organisation's requirements, programmes may be delivered onsite or through live online sessions.
POSH training can be delivered in English, Hindi or a bilingual format, depending on the needs of the workforce.
Training may cover Committee composition, roles, complaint handling, inquiry procedures, timelines, confidentiality, natural justice, documentation and reporting responsibilities.
Yes. The programme can be adapted according to the organisation's sector, workforce, policy, audience and level of prior awareness.
Live online training can be arranged for remote, hybrid and multi-location teams, subject to programme requirements.
Duration depends on the audience and scope. Employee awareness sessions are usually shorter than detailed Internal Committee or management programmes.
No. POSH concerns workplace sexual harassment. POCSO concerns child protection and sexual offences against children. Separate programmes should be used. For child-protection training, see our POCSO training in Lucknow page.
Provide the organisation type, location, participant count, preferred format and target audience so an appropriate programme can be recommended. Use the enquiry form below or call +91 95595 99991.
Yes. Under Section 19 of the POSH Act, 2013, every employer must organise awareness programmes for employees at regular intervals and orientation programmes for Internal Committee members. Any workplace with 10 or more employees must also constitute an Internal Committee under Section 4.
Yes. Participants receive a participation certificate, and the organisation receives an attendance and coverage record to place in its compliance file.
POSH and POCSO are separate legal topics. POSH training addresses workplace sexual harassment for employees and Internal Committees. POCSO training addresses child protection and sexual offences against children — essential for teachers, school staff, NGOs and institutions working with minors.
If your organisation needs child-safety awareness rather than workplace POSH compliance, visit our dedicated POCSO training in Lucknow page or discuss both programmes when you enquire.
Practical guides written by our team for employers and Internal Committee members.
Tell us your organisation type, location and requirement. We respond within one working day.
Phone: +91 95595 99991
Email: contact@nawalfoundation.in
Office: Sector G, Aliganj, Lucknow — 226024
Programme outline, formats, durations and what is covered in each module.
Disclaimer: The information on this page is intended for general awareness and training purposes and should not be treated as legal advice for a specific matter. Organisations should obtain appropriate professional advice for individual cases.
Page last reviewed: August 2026 · Content reviewed by Nawal Foundation training team
