Why Virtual-Only POSH Training Is Failing Indian Workplaces – and What the Law Says About It

An employee receives an automated calendar invite. They log into a mandatory POSH training module, click through a series of slides defining harassment, and answer a simple multiple-choice quiz. A certificate is generated, a box is checked in the HR system, and compliance is declared "done."

This scenario is playing out across hundreds of large multinational corporations in India. In an effort to achieve scale and efficiency, companies are adopting a "bulk manufacturing" approach to one of the most sensitive and nuanced legal requirements: POSH compliance. But this impersonal, automated method is not just failing employees—it's actively ignoring the spirit of the law and exposing organisations to severe legal and reputational risks.

True compliance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, is not a passive, click-through exercise. It is an active, educational process designed to build a culture of safety and respect.

The "Compliance Theatre": Why Automated Modules Fail

Modern virtual POSH trainings are often little more than compliance theatre. They present information without ensuring comprehension. An employee can have the training video running in a background tab while they continue to work, only turning their attention to it to pass a simplistic quiz.

The result? Employees emerge from these sessions with a vague understanding of what constitutes sexual harassment but are completely lost when faced with real-world complexities:

• How do I maintain confidentiality if someone confides in me?

• What is the correct way to support a colleague who is being harassed?

• Should I tell my manager, or go directly to the Internal Committee (IC)?

• What are the legal implications if I file a malicious or false complaint?

  
  

These sessions are treated like "moral classes," but they fail to impart the practical, procedural knowledge that empowers employees to act correctly and confidently.

The Law's Intent: Beyond Definitions and MCQs

The POSH Act, 2013, was enacted not just to define and redress sexual harassment, but to prevent it. Section 19(c) of the Act explicitly mandates that every employer must "organise awareness programmes at regular intervals for sensitising the employees."

The term "sensitising" is crucial. It implies fostering a deep-seated understanding and empathy, which cannot be achieved through a pre-recorded video. Effective training must cover the critical nuances that automated modules almost always miss:

1. The Sanctity of Confidentiality: Section 16 of the POSH Act strictly prohibits the publication of the identities and addresses of the aggrieved woman, respondent, and witnesses. A simple click-through module cannot effectively convey the severe penalties associated with a breach of confidentiality or teach employees the practical steps to avoid it in workplace conversations.

   
   

2. The Role of a Colleague and Bystander: True sensitisation teaches employees how to be an ally. It provides clear, actionable guidance on how to support a colleague—by listening empathetically, documenting facts if requested, and guiding them to the IC—without becoming an unofficial investigator or spreading gossip.

   
   

3. Correct Reporting Channels: Many employees mistakenly believe their line manager is the first point of contact. Effective training clarifies that the Internal Committee is the legally mandated body for redressal. Involving managers who are not on the IC can lead to confidentiality breaches and improper handling of the complaint.

   
   

4. The Gravity of False Complaints: A balanced POSH training must address the consequences of malicious complaints under Section 14 of the Act. This deters the misuse of the law and reassures all employees that the process is designed to be fair and just, not a tool for personal vendettas.

The SHe-Box Mandate: Government Scrutiny is Increasing

The argument for superficial training weakens further in the face of increased government oversight. The SHe-Box (Sexual Harassment electronic-Box) portal, a government initiative for registering complaints, now requires companies to submit proof of their compliance activities. This includes detailed records of IC member training and employee sensitisation sessions, often along with photographic evidence of the events.

Submitting a list of names who completed an online module may check a box, but it fails to prove genuine sensitisation. In the event of a high-profile complaint, how can a company defend its training as adequate when there was no trainer to see the employees, no forum for live questions, and no way to gauge true understanding? A screenshot of a completed quiz will not stand up to legal scrutiny.

Conclusion: Move from Clicks to a Culture of Safety

Treating POSH training as a low-priority, automated task is a grave mistake. It breeds a culture of cynicism where employees see the law as a corporate formality rather than a vital safeguard.

It's time for leaders and HR professionals in India's biggest companies to ask a different set of questions. Instead of, "How many employees have completed the training?" they must ask:

• "Are our training sessions interactive and led by a qualified expert who can answer difficult questions?"

• "Are we using real-world case studies to explore nuance and complexity?"

• "Do our employees feel psychologically safe and empowered with the right knowledge after the session?"

  
  

Investing in high-quality, interactive, and human-led POSH training is not just about compliance; it's about risk mitigation, brand protection, and upholding the fundamental right to a safe workplace. The law's intent is to build a culture of respect, not just a folder of completion certificates.