Prevention of Sexual Harassment (POSH) Act, 2013 training, Internal Committee setup and end-to-end compliance support for corporate offices, schools, colleges, hospitals, banks, hotels, restaurants, salons and gyms — onsite across Lucknow and Uttar Pradesh, online across India.
POSH compliance for coaching institutes and training centres — Nawal Foundation, Lucknow
Nawal Foundation provides practical POSH training in Lucknow for employees, managers and Internal Committees — awareness workshops, IC setup and training, external member services, POSH policy drafting, inquiry support and annual compliance audits. Sessions are delivered onsite across Lucknow and Uttar Pradesh, and online across India, in English or Hindi.
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 run it and constitute an Internal Committee (IC).
The Act applies to companies, schools, colleges, hospitals, banks, hotels, restaurants, salons, gyms, NGOs and government bodies alike — the obligation follows the workplace, not the sector. Training should reach all employees, with a deeper orientation for IC members. Most organisations repeat it every year and whenever new IC members are appointed. Non-compliance carries a fine of up to ₹50,000, and a repeat offence can put your business licence at risk.
What the law actually requires of you, section by section.
Section 4 — Internal CommitteeConstitute an Internal Committee at every office or branch with 10 or more employees. The Presiding Officer must be a senior woman employee, at least half the members must be women, and one member must be an external member from an NGO or a person familiar with sexual harassment issues.
Section 19 — Employer’s dutyOrganise awareness programmes at regular intervals and orientation programmes for IC members. Display the penal consequences of sexual harassment and the IC’s composition at a conspicuous place.
Section 11 — Inquiry timelineAn inquiry must be completed within 90 days of the complaint, and the employer must act on the IC’s recommendations within 60 days. Untrained committees routinely miss these timelines.
Section 21 — Annual reportThe IC prepares an annual report on complaints received, disposed of and pending beyond 90 days, and submits it to the employer and the District Officer.
Section 26 — PenaltyA fine of up to ₹50,000. A repeat offence attracts twice the punishment and can lead to cancellation or non-renewal of your licence or registration.
Local Committee — fewer than 10 employeesWorkplaces below the 10-employee threshold, and complaints against the employer, fall under the Local Committee set up by the District Officer. Training is still advisable.
Compliance is not a one-time exercise. A policy on file with no training record, no functioning Internal Committee and no annual report will not survive scrutiny — and an IC formed without a valid external member can make an entire inquiry defective.
Complete POSH Act solutions, scoped to the size, sector and structure of your organisation.
Interactive sessions on what counts as 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 needs before it hears a single complaint: inquiry procedure, evidence, natural justice, timelines and report writing.
Section 4 requires an external member on every Internal Committee. We can serve as that member — bringing legal rigour and independence to inquiries.
A policy that reads well but ignores 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 where most organisations make the errors that get inquiries set aside.
A yearly check that your committee, policy, training coverage and filings would withstand inspection — plus help preparing your Section 21 report.
The POSH Act follows the workplace, not the industry. We rewrite scenarios, language and examples for yours — whether you run a 12-seat salon or a 1,200-employee bank.
Offices and factories in Lucknow and across Uttar Pradesh crossing 10 employees for the first time, multi-branch companies that need an IC at each location, and HR teams who want an audit-ready compliance file.
Get a quote for Corporates & MSMEs →Hybrid and remote teams where online harassment, after-hours messaging and cross-location IC jurisdiction raise questions a standard policy does not answer.
Get a quote for IT & startups →Teaching staff, non-teaching staff, transport and hostel staff. Schools must also meet child-safety duties under the POCSO Act — a separate law with its own training.
Get a quote for Schools →Faculty and administrative staff under the POSH Act, alongside the UGC regulations on sexual harassment that cover students in higher education institutions.
Get a quote for Colleges & universities →Shift-based teams of doctors, resident doctors, nurses and contract staff, where reporting hesitancy is high and patients and attendants can be third-party sources of harassment.
Get a quote for Hospitals & clinics →Branch-level Internal Committees, customer-facing staff handling harassment from clients, and regional offices that need a consistent, documented compliance approach.
Get a quote for Banks & finance →Late shifts, guest-facing roles, contract and seasonal staff and high attrition. We cover harassment by guests and customers, which the Act treats as a workplace issue.
Get a quote for Hotels & restaurants →Mostly women staff, close-contact work and informal hiring. Salons with fewer than 10 staff fall under the Local Committee; larger chains and franchises need their own IC.
Get a quote for Salons & spas →One-on-one training, physical proximity and a mix of staff, trainers and members. Clear conduct rules and a working complaint route protect both staff and members.
Get a quote for Gyms & fitness →Field teams and community workers outside a fixed office, where “workplace” under the Act extends further than most organisations assume.
Get a quote for NGOs & government →
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 policy, the constitution of your Internal Committee, employee count and workplace structure — and tell you plainly where you 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, with separate depth for employees, leadership and IC members.
Participation certificates plus an attendance and coverage record you can place directly in your compliance file.
Policy handover, IC handholding for a 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 subject of the POSH Act. Most POSH training is delivered by generalist HR consultants; yours is delivered by someone whose doctoral research is in this law.
Our office is in Sector G, Aliganj, Lucknow. We deliver POSH training onsite across the city, usually within a week of enquiry — for offices, schools, colleges, hospitals, banks, hotels, restaurants, salons and gyms.
Beyond Lucknow we travel across Uttar Pradesh for onsite sessions and deliver online across India. We also help organisations identify the correct District Officer for the Section 21 annual report — a step small employers often 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.
Cost depends on 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.
As a not-for-profit, 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’s size and requirement and we will send a written quote within one working day.
Training led by a Ph.D. whose doctoral work is on sexual harassment of women at the workplace.
No upselling and no retainer pressure. Subsidised rates for the education and NGO sectors.
12A, 80G and Darpan registered — your CSR budget can fund this engagement.
On shop floors, in salons and in schools a session only works if everyone follows it. We deliver in the language your team speaks.
Onsite at short notice and available in person when a live complaint needs handling.
Women and child rights work since 2014 sits behind every session — not a compliance product bolted onto a consultancy.
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.
Every employer in Lucknow with 10 or more employees: corporate offices, factories, schools, colleges, hospitals, banks, hotels, restaurants, salons, gyms, NGOs and government bodies. The Act applies to the workplace, whatever the industry.
Yes. Schools and colleges with 10 or more employees must constitute an Internal Committee and train teaching and non-teaching staff. Colleges and universities also fall under UGC regulations on sexual harassment, and schools have separate child-protection duties under the POCSO Act.
Yes. Hospitals and clinics with 10 or more employees need an Internal Committee and regular awareness sessions. Harassment by patients, attendants or visitors can also be a workplace matter, which is why scenarios for hospitals are written differently from those for offices.
Yes. The Act applies to any workplace with 10 or more employees, including hotels, restaurants, salons, spas and gyms. Establishments with fewer than 10 employees fall under the Local Committee at the district level, and training is still advisable because harassment can come from customers or guests as well as colleagues.
An Internal Committee is required at every office or branch with 10 or more employees. Where a branch has fewer than 10, the employer should ensure employees there can reach the committee or the Local Committee. We help multi-branch organisations map this correctly.
At least once a year for all employees, and again whenever new Internal Committee members are appointed. Many organisations also add a short session at induction for new joiners.
Non-compliance attracts a fine of up to ₹50,000 under Section 26. A repeat offence doubles the punishment and can lead to cancellation or non-renewal of your business licence or registration.
Section 4 requires one member from an NGO committed to the cause of women, or a person familiar with issues relating to sexual harassment. Yes — Nawal Foundation serves as external member for client organisations in Lucknow and, virtually, elsewhere in India.
An employee awareness session takes 2–3 hours. Internal Committee training takes 4–6 hours because it covers inquiry procedure and report writing. A leadership briefing takes about 90 minutes and an annual refresher about 2 hours.
Yes — in English, Hindi or bilingual format. For shop floors, salons, schools and support staff, Hindi or bilingual delivery is usually the difference between a session that is heard and one that is merely attended.
Yes. Participants receive a participation certificate and the organisation receives an attendance and coverage record for its compliance file.
Under Section 21, the Internal Committee prepares an annual report stating complaints received, disposed of and pending beyond 90 days, and the awareness programmes held. It is submitted to the employer and the District Officer.
Yes. 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.
Schools, colleges, hospitals, hotels, gyms and every organisation whose staff deal with children need POCSO Act training as well. POSH protects your employees; POCSO protects the children they work with.
Tell us about your organisation and what you need. 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 each module covers.