A POSH policy sitting in an employee handbook does not make an organisation compliant. The real test comes when an employee raises a concern, an Internal Committee (IC) has to act, or leadership is asked to demonstrate what the organisation actually did to prevent workplace sexual harassment.
For HR leaders, POSH Compliance & Training India should therefore be viewed as an ongoing governance responsibility—not an annual checkbox. Effective compliance combines legal requirements, trained committees, employee awareness, documentation, leadership accountability, and a workplace culture where concerns can be raised safely.