Sol PoSH Services
PoSH IC Training and Capacity Building
Internal Committee members carry significant legal responsibility. Our training workshops give IC members the knowledge, skills, and confidence to fulfil that responsibility well, from the first complaint to the final report.
2
90 Days
Legal
PAN India
Overview
The IC's Role
Our Services
Our Approach
Why It Matters
FAQS
Why IC Training Is Not Optional
An Untrained IC Is a Liability, Not a Safeguard
The PoSH Act 2013 does not just require you to form an Internal Committee. It requires that committee to function effectively. That distinction matters enormously.
The Internal Committee is your organisation's first and most important line of response when a complaint of sexual harassment is filed. IC members are not merely administrators. They are quasi-judicial officers with real powers and real obligations under Indian law.
When IC members are unprepared, the consequences go beyond a failed inquiry. Procedural errors can expose your organisation to legal challenge. Missteps in handling sensitive information can breach confidentiality obligations. Poor case management can result in injustice to either party. And every one of these failures reflects directly on your organisation's culture and leadership.
Sol's PoSH IC training and capacity building workshops are designed to close that gap. Our legal experts work directly with your IC members to build the knowledge and practical competence they need to conduct fair, legally sound, and sensitive inquiry processes.
Training IC members is also a legal requirement. The PoSH Act mandates that employers run orientation and capacity building programmes. Neglecting IC training is itself a compliance failure.
Understanding Responsibility
What the IC Is Actually Required to Do
IC members take on specific legal duties the moment a complaint is received. Our training ensures they understand every one of them.
Receive and Acknowledge Complaints
The IC must receive written complaints, acknowledge receipt, and assess whether the complaint falls within the Act's scope. Errors at this stage can invalidate the entire process.
Conduct Fair Inquiries
Within 90 days, the IC must investigate the complaint impartially, giving both parties a fair opportunity to be heard and to present evidence. Bias or procedural shortcut is grounds for legal challenge.
Prepare Inquiry Reports
The IC must submit a written report of findings and recommendations to the employer. This document must meet legal standards and withstand external scrutiny if the matter is appealed.
Maintain Confidentiality
The identity of all parties, evidence, and outcomes must be kept strictly confidential throughout and after the process. Breaches carry direct penalties under the Act.
Facilitate Conciliation
Where the complainant requests it, the IC may attempt conciliation before proceeding to inquiry. This is a distinct process with its own legal requirements and limitations.
Submit Annual Reports
At the end of every calendar year, the IC must prepare and submit an Annual Report to the employer and the relevant district officer, documenting all complaints and outcomes.
Worth noting: IC members are not expected to have legal backgrounds when they join the committee. That is exactly why structured training is both legally required and practically essential. Sol's workshops are designed to build competence from a practical, not theoretical, starting point.
Training Programmes
Our Services
We offer two structured training formats designed for different levels of IC readiness. Both are led by Sol's legal experts and delivered with sensitivity to the weight of the subject matter.
Foundational Training
Basic Orientation for IC Members
A focused, interactive session designed for newly constituted IC members or those who have not yet received formal training. Our legal experts walk participants through the fundamentals of the PoSH Act and what it demands of each person on the committee.
The session covers the legal definition of sexual harassment, the scope and jurisdiction of the IC, the key dos and don'ts for handling complaints, and how to respond to a complaint when it first arrives. Participants leave with clarity on their role and the confidence to act within it.
Our practitioners understand the legal framework as well as the interpersonal and organisational sensitivities involved in handling workplace complaints. This combination is what makes an IC effective, not just compliant.
- Understanding the PoSH Act and the IC's legal mandate
- Dos and don'ts for IC members throughout a complaint
- Confidentiality obligations and what they mean in practice
- How to receive a complaint and assess its initial validity
- Duration: 2 hours
Advanced Capacity Building
IC Capacity Building Workshop
A comprehensive, practice-oriented workshop for IC members who need to be fully equipped to run an inquiry from start to finish. This session goes well beyond the basics, using real-world case studies and scenario-based exercises to build practical skill.
Participants learn how to manage a case file, conduct structured interviews with sensitivity, prepare legally sound inquiry reports, and draft settlement agreements where appropriate. The workshop pays particular attention to handling complaints with the care and professionalism that all parties deserve, while keeping the IC's statutory obligations firmly in view.
- End-to-end case management across the 90-day inquiry window
- Structured inquiry process and conducting interviews effectively
- Preparing inquiry reports that meet legal standards
- Drafting conciliation and settlement agreements
- Managing sensitive disclosures with professionalism and empathy
- Avoiding common procedural errors that invite legal challenge
- Duration: 3 to 4 hours
How We Work
Our Approach to IC Training
Training IC members is not a generic compliance exercise for us. We recognise that these individuals are being asked to handle some of the most sensitive situations a workplace can produce. Our approach reflects that.
1
Led by Legal Experts, Not Generalists
Every Sol training session is delivered by professionals with hands-on expertise in PoSH law and IC practice. Participants receive guidance grounded in real legal and procedural knowledge, not off-the-shelf compliance content.
2
Case Study-Based Learning
We use real-world scenarios and adapted case studies to move IC members from abstract understanding to applied skill. Participants practice making decisions under conditions that mirror the complexity of actual complaints.
3
Sensitivity as a Core Value
IC members will interact with people who may be in distress. Our training develops not only legal and procedural competence, but also the interpersonal sensitivity and professional boundaries that make inquiries genuinely fair and humane.
4
Interactive and Participatory Format
Passive presentation does not build skill. Our sessions are structured as workshops, not lectures. IC members ask questions, work through scenarios, and engage directly with the material so that learning translates into readiness.
5
Tailored to Your Organisation
We take time to understand your sector, workforce, and existing PoSH policies before we train your IC. Where relevant, we incorporate your organisation's specific context so that the training lands with maximum relevance.
The Bigger Picture
Why a Well-Trained IC Makes All the Difference
The quality of your IC directly determines whether your PoSH compliance is real or merely nominal. Here is what a trained, capable IC actually delivers for your organisation.
Legally Defensible Outcomes
A properly trained IC follows procedure. That means inquiry findings and recommendations are less vulnerable to challenge, appeal, or court scrutiny. The process holds up because it was done right.
Organisational Protection
Procedural errors in PoSH inquiries can expose an employer to liability, even when the underlying complaint was handled in good faith. Training reduces that risk at its source.
Genuine Trust in the Process
Employees file complaints only when they believe the IC will handle it fairly. A trained, credible IC builds that belief. Without it, real complaints go unreported and problems fester.
Dignity for Everyone Involved
An inquiry conducted with care protects the dignity of the complainant, the respondent, and the IC itself. Training is what makes that possible when the situation is at its most difficult.
Full Statutory Compliance
The PoSH Act explicitly requires training for IC members. Running compliant workshops is not optional. It is how your organisation demonstrates that its PoSH commitment goes beyond paperwork.
A Safer Workplace Culture
When employees see that IC members know what they are doing, it signals that the organisation takes safety seriously. That signal matters, and it is felt throughout the workplace.
Common Questions
Frequently Asked Questions
Questions we hear regularly from HR teams and employers looking to strengthen their IC.
Is PoSH training for IC members legally mandatory?
Yes. The PoSH Act 2013 and its Rules require employers to organise workshops and awareness programmes for IC members. This is a statutory obligation, not a recommended best practice. Failure to provide adequate training is a compliance failure in itself and can be cited as grounds for action against an employer.
How often should IC members receive training?
There is no fixed interval mandated by the Act, but best practice is to conduct training whenever new members join the IC, at least annually as a refresher, and whenever there are significant updates to PoSH law or internal policy. IC members serve terms of up to three years, and the legal landscape can evolve within that period.
Can training be conducted online or does it need to be in person?
Sol can deliver training in person or online depending on your organisation's needs and location. Both formats are effective when properly facilitated. We recommend in-person delivery where possible for the capacity building workshop, as the scenario-based exercises and discussions are richer with direct participation. We will advise on the best format for your specific context.
What is the difference between the two workshop options?
The Basic Orientation is a two-hour session suited to IC members who are new to their role or need a structured introduction to their responsibilities. The Capacity Building Workshop is a longer, more intensive programme that focuses on practical skills: running inquiries, managing cases, preparing reports, and drafting agreements. Many organisations use the orientation as a starting point and progress to the full workshop as their IC matures.
Do you provide any supporting materials after the workshop?
Yes. Sol provides reference materials to support IC members in applying what they have learned. These are practical resources designed for use in real situations, not generic handouts. The specifics vary by workshop and organisational context. Please speak to our team when booking to understand exactly what is included.
What if our IC has never handled a complaint before? Is training still relevant?
Absolutely. In fact, training is most valuable before a complaint is received, not after. An IC that has never handled a complaint is at greatest risk of procedural error when the first one arrives. Training at this stage means your IC is ready to respond correctly from the very start, rather than learning under pressure with real consequences.
Ready to Build a Stronger Internal Committee?
Talk to Sol about training your IC members. We will recommend the right workshop format for your team and work with you to schedule a session that fits your organisation.