Certificate in POSH (Prevention of Sexual Harassment)

How It Works

  1. 1. Select Certification & Register
  2. 2. Receive Online e-Learning Access (LMS)
  3. 3. Take exam online anywhere, anytime
  4. 4. Get certified & Increase Employability

Test Details

  • Duration: 60 minutes
  • No. of questions: 50
  • Maximum marks: 50, Passing marks: 25 (50%).
  • There is NO negative marking in this module.
  • Online exam.

Benefits of Certification

  • Government certification
  • Certification valid for life
  • Lifelong e-learning access
  • Learning Hours: 20+ hrs
  • Life Time Job Support
  • Updated May 2026
$49.00 /-

What is POSH Certification?

Sexual harassment at the workplace is any form of unwelcome physical, verbal, or non-verbal conduct of a sexual nature that is offensive, humiliating, or intimidating to the recipient. Under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 — commonly known as the PoSH Act — every employer in India is legally required to create a safe, respectful, and harassment-free work environment.

The Vskills Certificate in POSH (Prevention of Sexual Harassment) is a government-recognised online certification programme designed to build comprehensive awareness of the PoSH Act 2013, its legal provisions, and the organisational responsibilities it mandates. This certification is grounded in the Vishaka Guidelines laid down by the Supreme Court of India and the subsequent legislative framework that replaced them.

Note: The certification course comes with online learning (LMS Account), no hard copy material.

Did you know? As per the PoSH Act 2013, any organisation with 10 or more employees is legally required to constitute an Internal Complaints Committee (ICC) and conduct regular employee sensitisation programmes. Non-compliance can attract penalties of up to ₹50,000.

Whether you are an HR professional, a manager, a legal practitioner, or an aspiring POSH trainer, this certification equips you with the knowledge and credentials to champion workplace safety and compliance within your organisation.

Certified POSH (Prevention of Sexual Harassment) Govt. recognised · Lifetime validity · 20+ Hours Learning
₹3,499 ₹1,999/-
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Is POSH Training Mandatory in India?

Yes — POSH training is a legal obligation for all organisations with 10 or more employees operating in India, irrespective of the sector (private, public, or unorganised). The Sexual Harassment of Women at Workplace Act, 2013 makes it mandatory for employers to:

  • Constitute an Internal Complaints Committee (ICC) at every office or branch with 10 or more employees.
  • Organise regular awareness workshops and sensitisation programmes for employees.
  • Display the penal consequences of sexual harassment at conspicuous places.
  • File an annual report on the number of cases received and disposed of with the District Officer.
✓ Vskills POSH Certification helps you fulfil this legal training requirement – it is a structured, self-paced online programme that satisfies an employee's educational requirement under the PoSH Act and is backed by the government.

Why Should You Take This POSH Certification?

Participation of women in the Indian workforce has grown significantly over the last decade. With this growth comes an increased responsibility for organisations to ensure that workplaces are safe, inclusive, and legally compliant. The Vskills POSH certification addresses this need directly.

  • For Employees & Supervisors: This course builds your ability to identify, respond to, and prevent sexual harassment. It clarifies what constitutes harassment under Indian law, how to report a complaint, and what rights and protections are available to you as an employee or supervisor.
  • For HR Professionals & Managers: HR professionals and people managers are on the front line of PoSH compliance. This certification gives you the legal literacy to draft an effective Anti-Sexual Harassment Policy, constitute a proper Internal Complaints Committee, and run sensitisation workshops across your organisation.
  • For Aspiring POSH Trainers & IC Members: The certification formally validates your PoSH expertise, making you eligible to serve as an External Member of the ICC in corporate organisations or MNCs, or to work independently as a certified POSH trainer and compliance consultant — a growing and well-compensated field in India.

Govt. Certificate with ICC Eligibility & Job Support

Your Vskills POSH certificate carries official government recognition — a credential no private-only certification body in India can match — and it opens a career path few certifications do. Certified professionals become eligible to serve as an External Member of the Internal Complaints Committee (ICC), a role companies are legally required to fill. You also get lifetime job support, with access to job listings, placement assistance, and career guidance for as long as you need it.

Who Will Benefit from This Certification?

POSH compliance isn't a single-department responsibility — it touches everyone in an organisation, from the boardroom to the front line. This course is relevant to a wide range of professionals:

  • HR Managers & HR Business Partners: You're accountable for POSH compliance end-to-end — from policy drafting to ICC formation to annual reporting. This certification gives you the legal grounding to build a compliant, audit-ready programme instead of relying on templates you don't fully understand.
  • Senior Management & Executives: Under the PoSH Act, employer liability sits at the top. Understanding your statutory duties — policy display, ICC oversight, timely redressal — protects both your organisation's reputation and you personally from regulatory and legal exposure.
  • Line Managers & Team Leads: You're often the first person an employee turns to when something goes wrong. This course trains you to recognise a disclosure, respond correctly without overstepping, and escalate the right way — mistakes here can create legal risk for the whole company.
  • Legal Officers & Compliance Teams: Policy drafting, regulatory filings, and defending the organisation's compliance posture during audits or litigation all run through you. This certification sharpens your command of the PoSH Act's finer legal provisions, case law, and reporting obligations.
  • Internal Committee (IC) Members: Conducting a fair, legally sound inquiry is harder than it looks — natural justice, confidentiality, and trauma-informed interviewing all matter. This certification equips you to serve on an ICC with confidence and procedural accuracy.
  • Independent Trainers & Consultants: POSH advisory is a growing, well-paid niche. A recognised certification is often the credibility marker companies look for before empanelling you as an External ICC Member or hiring you to run sensitisation workshops.
  • Students & Freshers: Entering the workforce without understanding your rights — or your responsibilities as a bystander or witness — leaves you unprepared. This certification is a practical head start before your first day on the job.

Career Scope After POSH Certification

Demand for POSH-certified professionals in India has grown sharply as organisations face regulatory scrutiny and reputational risks tied to workplace harassment. Here are the key career paths this certification opens:

1. External Member of the Internal Complaints Committee (ICC): The PoSH Act mandates that every ICC include at least one external member — a third-party expert with expertise in sexual harassment issues. Certified professionals are routinely empanelled by companies such as Accenture, Infosys, TCS, Capgemini, and IBM at a consultation fee ranging from ₹5,000 to ₹25,000 per case or per quarter.

2. POSH Trainer & Sensitisation Facilitator: Companies are required to run regular sensitisation workshops. Certified POSH trainers are hired by HR consultancies, law firms, and directly by corporates to deliver these mandatory programmes.

3. POSH Compliance Officer / HR Specialist: Mid to large organisations increasingly employ dedicated compliance officers responsible for PoSH policy management, ICC administration, annual reporting, and audit support. This role typically sits within the HR or Legal function.

4. POSH Consultant & Policy Advisor: Independent POSH consultants help organisations draft compliant anti-harassment policies, conduct audits, prepare annual reports, and train leadership teams. This is a strong freelance or boutique practice opportunity in metros like Delhi, Mumbai, and Bengaluru.

Feature Vskills POSH Certification Udemy POSH Course
Course Structure 9 comprehensive modules Varies by instructor/course
Learning Hours 20+ hours structured learning Usually 30 mins to 2 hours
Certification Value Government certified / industry-recognized credential Course completion certificate
Curriculum Focus POSH Act 2013, compliance, IC roles, employer duties, grievance handling Awareness-based learning, basics, case studies
Industry Recognition Stronger for job profiles / resume enhancement in India Useful for self-learning and awareness
Updates & Standards Structured to Indian workplace compliance needs Depends on course creator
Best For HR professionals, managers, compliance officers, job seekers Employees needing quick awareness training
Support Dedicated certification ecosystem Marketplace support model
Assessment Exam-based certification Usually quizzes / completion based

What you will learn in POSH Certification

The programme covers 11 comprehensive modules across 20+ hours of structured online learning. Every module is aligned with the POSH Act, 2013, workplace compliance requirements, employer obligations, Internal Committee guidelines, and industry best practices for prevention, awareness, and grievance redressal.

  • Introduction to Sexual Harassment
  • Legal Framework in India
  • PoSH Act 2013 — Introduction
  • Prevention and Prohibition in the PoSH Act 2013
  • Redressal of Sexual Harassment in the PoSH Act 2013
  • Process of Monitoring PoSH Act 2013
  • Anti-Sexual Harassment Policy
  • Communication and Training of Employees
  • Miscellaneous
  • ICC Member Toolkit
  • Survivor Support & Organisational Culture

View Complete Table of Contents

Companies That Hire POSH Certified Professionals

Top-tier Indian and multinational corporations regularly seek POSH-certified professionals — both as employees and as external IC members and trainers. Leading employers include Accenture, IBM, Infosys, TCS, Wipro, Capgemini, Mphasis, Mindtree, EY, Flipkart, Randstad — and most organisations with 10+ employees operating under Indian law.


POSH Table of Contents

https://www.vskills.in/certification/sexual-harassment-awareness-professional-table-of-contents

POSH Sample Questions

https://www.vskills.in/certification/sexual-harassment-awareness-professional-sample-questions

POSH Interview Questions

https://www.vskills.in/interview-questions/prevention-of-sexual-harassment-posh-interview-questions

POSH Tutorials

https://www.vskills.in/certification/tutorial/certificate-in-posh-prevention-of-sexual-harassment-tutorials/

POSH Practice Test

https://www.vskills.in/practice/prevention-of-sexual-harassment

Domain Expert Interview Series

Interview with POSH (Prevention of Sexual Harassment) Expert - Vasanthakumari Jayaraman ►
Gender Sensitization: Issue and Challenges | Learn with Dr. Vageshwari Deswal ►
Do You Really Know POSH Act 2013? Let's Find Out! Real POSH Interview Questions Asked by Employers! ►
Top 10 Skills to become a Posh Trainer | Learn and Become Vskills Certified Now! ►

POSH Related Blogs

Fostering Inclusivity: Building a POSH Culture – Compliant Workplace  Empower Your Workplace: Top Tips for Building POSH Culture  How to become a POSH Trainer? 

POSH Certification – Frequently Asked Questions

Get answers about POSH compliance, certificate validity, employer recognition, exam pattern, career benefits and enrolment for Vskills POSH Certification.

Yes. Under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, every employer with 10 or more employees — in any sector, including private companies, government bodies, educational institutions, hospitals, and NGOs — is legally required to conduct regular employee awareness and sensitisation programmes on the PoSH Act. Failure to do so can result in penalties of up to ₹50,000 and cancellation of business licences for repeat offenders.
The Vskills POSH certification is valid for life. Unlike many other certification programmes that require periodic renewal, once you pass the Vskills examination you hold the credential permanently. You also get lifetime access to the e-learning material, allowing you to revisit course content whenever legislation or guidelines are updated.
Yes. Vskills is a government-recognised certification body. The POSH certificate issued by Vskills is recognised by employers across the country and serves as proof of completion of sexual harassment awareness training as required under the PoSH Act 2013. Certified candidates are provided with placements support.
No — the POSH certification is relevant to anyone who works in an organisation. While HR professionals, managers, and executives are the primary audience, employees at all levels benefit from understanding their rights and responsibilities under the PoSH Act. Additionally, legal professionals, social workers, and independent consultants who wish to serve as External Members of the Internal Complaints Committee (ICC) or as certified POSH trainers will find this certification particularly valuable for their career.
Absolutely. While the PoSH Act 2013 was primarily enacted to protect women at the workplace, the certification course is open to and beneficial for employees of any gender. Men in managerial or supervisory roles especially need to understand the legal definitions, reporting procedures, and their duties as respondents or witnesses under the Act. Many organisations require all employees, regardless of gender, to complete POSH awareness training.
The Internal Complaints Committee (ICC) is constituted within an organisation with 10 or more employees. It handles complaints from employees of that organisation. The Local Complaints Committee (LCC) is constituted at the district level by the District Officer and handles complaints from employees of organisations with fewer than 10 employees, domestic workers, or cases where the respondent is the employer themselves.
The Vskills POSH certification exam consists of 50 multiple-choice questions to be completed in 60 minutes. The maximum marks are 50, and the passing threshold is 25 marks (50%). There is no negative marking, so you are encouraged to attempt all questions. The exam is conducted entirely online and can be taken from anywhere at a time of your choosing.
Yes, significantly — especially for HR roles. POSH-certified candidates are increasingly preferred for positions such as HR Manager, HR Business Partner, Compliance Officer, and Employee Relations Manager. Beyond employment, the certification makes you eligible to serve as an External Member of the ICC — a role that companies must legally fill and which is often contracted out to certified professionals. Vskills also tags certified candidates on Shine.com, giving your profile enhanced visibility to recruiters at top companies.
The course covers all major aspects of workplace sexual harassment law and practice in India, including: definitions and forms of sexual harassment; the Vishaka Guidelines; the Sexual Harassment of Women at Workplace Act 2013; constitution and duties of the ICC and LCC; the complaint registration and inquiry process; the employer's legal obligations; drafting and implementing an Anti-Sexual Harassment Policy; conducting employee sensitisation training; annual reporting requirements; and emerging issues such as sexual harassment in work-from-home settings.
Enrolment is entirely online. You can register by clicking the Buy Now button on this page and completing the payment through Net Banking, Credit Card (Visa/MasterCard/Amex), or Debit Card. Upon payment, you will immediately receive access to the online Learning Management System (LMS). You will also receive the Hard copy book and certificate after passing the exam.

Trusted Reviews for Vskills POSH Certification

Learn Prevention of Sexual Harassment (POSH), workplace compliance, ICC process and employee awareness.

4.8
★★★★★
★★★★★

Excellent course for understanding POSH law, employee rights and workplace behaviour standards.

- Meenakshi Arya
★★★★★

Very useful for HR professionals. Covers Internal Committee, complaint handling and prevention policies.

- Dhiksha Arora
★★★★☆

Easy to learn and practical examples. Recommended for employee awareness and compliance training.

- Govind Acharya
★★★★★

Great certification with lifetime access. Helpful for managers and leadership teams.

- Sarvanan D
Read More Reviews Enroll Now

TABLE OF CONTENTS

Chapter 1. Introduction to Sexual Harassment

  • What is Sexual Harassment
  • Forms of Sexual Harassment: Quid Pro Quo vs Hostile Work Environment — with Examples
  • Causes of Sexual Harassment
  • Impact of Sexual Harassment (Psychological Impact on Survivors, Organisational Impact (Attrition, Culture, Reputation, Legal Liability), Economic Cost)
  • Principles for Sexual Harassment Determination
  • PoSH Act 2013: Legislative Journey and Key Milestones
  • Gender, Power & Workplace Dynamics: Understanding the Context of Harassment
  • Third-Party Harassment: Vendors, Clients, Customers — Who is Covered?
  • Digital & Online Sexual Harassment: WhatsApp, Email, Social Media in the Workplace Context

Chapter 2. Legal Framework in India

  • The Constitution of India (Articles 14, 15, 19 & 21 — Right to Equality, Non-Discrimination & Right to Life with Dignity as POSH foundations)
  • Bharatiya Nyaya Sanhita (BNS) 2023 
  • Bharatiya Sakshya Adhiniyam (BSA) 2023
  • Sexual Harassment of Women at Workplace Act, 2013 (PoSH Act)
  • Bharatiya Nyaya Sanhita (BNS) 2023: Relevant Sections on Sexual Harassment, Assault & Stalking
  • IT Act 2000 & Cyber Laws: Online Harassment, Obscene Material, Voyeurism at Workplace
  • Maternity Benefit Act & Equal Remuneration Act: Intersecting Protections for Women at Work

Chapter 3. PoSH Act 2013 — Introduction

  • Act Enactment and Functioning
  • Features of the Act
  • Basics of the Act
  • Definitions and Terminologies
  • Consequences (for the accused and the employer)
  • Scope & Applicability: Who is Covered — Aggrieved Woman, Respondent, Employer, Extended Workplace
  • Unorganised Sector Coverage: Domestic Workers, Agricultural Workers, Home-Based Workers

Chapter 4. Prevention and Prohibition in the PoSH Act 2013

  • Strategies for Prevention
  • Who is Responsible for Prevention?
  • Preventive Measures of Sexual Harassment
  • Internal Complaints Committee (ICC) [Presiding Officer, Internal Members, External Member), Quorum, Term, Reconstitution, Vacancy provisions under Section 4
  • Local Committee (LC)" under the Act
  • Duties of the Employer (Section 19 duties — policy display, orientation, training, filing Annual Report, facilitating ICC, assisting in proceedings)
  • Duties and Powers of District Officer
  • Other Responsibilities
  • Penalty for Non-compliance (Section 26 penalties — ₹50,000 fine (first offence), doubled on second offence, cancellation of licence/registration; recent case law on employer liability)
  • ICC Member Training & Capacity Building: Legal Obligations and Best Practices
  • Employer Obligations Under Section 19: Comprehensive Checklist
  • Remote & Hybrid Workplace: Extending POSH Compliance to Work-from-Home Environments

Chapter 5. Redressal of Sexual Harassment in the PoSH Act 2013

  • Complaint Mechanism Legal Provisions
  • Complaints Registration Process (Written complaint within 3 months (Section 9), extension provisions, complaints by third parties, complaints on behalf of incapacitated complainants)
  • Responsibilities for Complaint Redressal
  • Inquiry Process (Full inquiry lifecycle: Notice to respondent, 7-day reply window, conciliation (Section 10), inquiry timelines (60 days), interim relief options (Section 12), findings report (Section 13), action recommendations)
  • Conciliation vs Formal Inquiry: When Each is Appropriate, Conditions and Limitations
  • Interim Relief Measures (Section 12): Transfer, Leave, Special Seating Arrangements
  • False & Malicious Complaints (Section 14): Procedure, Safeguards & Proportionate Action
  • Confidentiality Obligations (Section 16): Who Can Know What, Penalties for Breach
  • Appeals: Aggrieved Party's Right to Appeal (Section 18) — Court of Session, Timelines
  • Trauma-Informed Inquiry: Principles for ICC Members Conducting Sensitive Investigations

Chapter 6. Process of Monitoring PoSH Act 2013

  • Monitoring Sexual Harassment
  • Steps to Prevent Sexual Harassment
  • Annual Report Filing (Section 21 & 22 — what the Annual Report must contain (no. of complaints received, disposed, pending), submission to Employer and District Officer, format prescribed by MoWCD)
  • Reporting Obligations: Internal Report to Management, External Report to District Officer, Government Returns
  • POSH Compliance Audit: Annual Checklist — Policy, ICC, Training, Annual Report, Display Obligations
  • POSH Dashboard & Metrics: Tracking Complaint Trends, Resolution Rate, Training Coverage
  • MoWCD SHe-Box Portal: Filing, Tracking & Escalating Complaints Online

Chapter 7. Anti-Sexual Harassment Policy

  • Main Elements of the Policy
  • Legal Requirements
  • Policy Formation
  • Policy Drafting Guidelines
  • Policy Checklist
  • Policy Implementation Steps
  • Policy Implementation Challenges
  • Publicising the Policy
  • Policy Adherence
  • Auditing Anti-Sexual Harassment Policy
  • Upgrading Anti-Harassment Policy
  • Policy for Remote, Hybrid & Multi-Location Workplaces: Adapting for Distributed Teams
  • Multi-Lingual Policy Communication: Reaching Blue-Collar, Contract & Field Workforce
  • Sample Policy Template with Annotated Clauses

Chapter 8. Communication and Training of Employees

  • Communicating the Right Policy
  • Implementing a Sensitisation Program (Mandatory vs Voluntary Training, Frequency (annual minimum), Target Audiences (all employees, managers, ICC members separately)
  • Conducting Workshops
  • Training Design for Different Audiences: Employees, Managers, ICC Members, Senior Leadership
  • Best Practices
  • Bystander Intervention Training: Recognising, Responding & Reporting as a Witness
  • Manager-Specific Training: Receiving Disclosures, Avoiding Retaliation, Escalation Duty
  • Measuring Training Effectiveness: Pre/Post Assessments, Awareness Surveys, Compliance Tracking

Chapter 9. Miscellaneous

  • Global POSH Frameworks: US Title IX/Title VII, UK Equality Act 2010, EU Directive, #MeToo Movement's Legal Impact)
  • Sample Audit Report
  • Sample PoSH Policy
  • Landmark POSH Case Law: Vishaka v. State of Rajasthan (1997), Apparel Export Promotion Council v. A.K. Chopra (1999), recent HC/SC judgements post-2013
  • Sample ICC Inquiry Report Template with Annotated Sections
  • Sample Complaint Letter, Acknowledgement & Inquiry Notice Templates

Chapter 10. ICC Member Toolkit

  • Role, Responsibilities & Ethics of ICC Members
  • Conducting a POSH Inquiry: Step-by-Step Process, Principles of Natural Justice
  • Interviewing Complainant, Respondent & Witnesses: Trauma-Informed Techniques
  • Drafting the Inquiry Report & Findings: Legal Standards, Proportionality of Punishment
  • Conflicts of Interest in ICC: Recusal, Replacement & Maintaining Impartiality
  • External Member's Role: Qualification Criteria, Responsibilities, Engagement Terms

Chapter 11. Survivor Support & Organisational Culture 

  • Supporting Survivors: Immediate Response, Counselling Referrals, No-Retaliation Assurance
  • Anti-Retaliation Policy: Definition, Monitoring, Consequences for Retaliatory Acts
  • Building a Speak-Up Culture: Psychological Safety, Anonymous Reporting Channels, Trust
  • Post-Inquiry Workplace Restoration: Rebuilding Team Dynamics After a POSH Case

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