POSH Certification — Workplace Harassment Prevention (India)Twenty items on the POSH Act as written — the Internal Committee, the complaint window, the employer's duties.
Annual certification on the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. Twelve scenarios test judgement; eight knowledge items test the statute — Internal Committee, timelines, employer duties, employee rights. Pass mark 70 percent; verifiable credential on success.
Not an awareness slideshow with a quiz at the end
The twelve scenarios are the situations an employee, a manager or a bystander actually faces. A senior colleague forwards innuendo to the team's messaging group and a new joiner says privately that it makes her uncomfortable but does not want trouble in her first month. A woman wants to complain about an incident five months old and explains she was on medical leave for two of them. A senior developer keeps a junior intern late for no work reason and comments on her clothes, and you are neither her manager nor a complainant. The eight knowledge items then test the law itself: who sits on the Internal Committee, when the Local Committee applies, how long the inquiry may take, and what the employer must do with the report.
Every scenario and item is original, written against the public text of the Act and its 2013 Rules; no third-party course content is reproduced. Knowledge items have a single correct answer drawn from the statute. Scenario options are all things a real colleague might do — mute the group, forward screenshots to the whole HR list, wait another month — and the keyed response is the one the Act and good practice actually support, with the reasoning stated in the review afterwards. Options are length-matched so the right answer cannot be spotted by its wording. The pass mark is 70 percent and the certification is designed for proctored administration, though it can also be sat individually.
A score is not what a compliance officer needs on file. On a pass, the candidate receives a digital credential with a public verification link that an employer, an auditor or an Internal Committee can check without contacting anyone. On any result, the item-by-item review explains the statutory basis for every keyed answer — the three-month complaint window and the Committee's power to extend it, the ninety-day inquiry period, the ten days to deliver the report and sixty for the employer to act — so a near-miss becomes the training the candidate was missing. The certification tests knowledge of the law; it is not legal advice.
What you walk away with
A clear result: your percentage against the pass mark, split between scenario judgement and statutory knowledge so the candidate and the compliance owner can see whether a shortfall is in recognising harassment and responding well, or in knowing what the Act actually requires of the Committee and the employer.
Successful candidates receive a POSH certified credential with a public verification page. An employer can attach it to the annual compliance file, an auditor can confirm it in seconds, and the candidate can share the link in a profile or an onboarding pack without anyone needing to request a copy.
The item review states the basis for each keyed answer in plain language: the extended-workplace principle that covers messaging groups and transport, the Committee's composition, the complaint window and its extension, the inquiry and action timelines, conciliation limits and the bar on monetary settlement. Wrong answers become the lesson, not just the deduction.
For anyone below the pass mark, or anyone who passed narrowly, the report closes with the specific provisions to re-read before a retake — the sections of the Act and Rules behind the items missed — so a second sitting is targeted rather than a repeat of the whole module.
What the result looks like
Illustrative sample — your report is generated from your own responses.
Every item reviewed afterwards with its explanation, so a miss becomes a lesson rather than a lost mark.
Assembled from your lowest competencies, in order — not a generic checklist.
Built for
- All employees in Indian organisations completing the annual POSH awareness requirement
- People managers and team leads who receive disclosures first and set the tone for a bay or a floor
- Internal Committee members, HR business partners and compliance owners who need a documented, verifiable record
- Training providers delivering POSH programmes for client organisations and needing a certified close
The disclosure will come to a colleague, not to HR. Make sure they know what to do.
Twenty items in about twenty-five minutes. Pass at 70 percent and receive a verifiable digital credential the same day.
Take free · full report ₹149 (incl. GST)
Frequently asked questions
It covers the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and its Rules: what counts as harassment and as the workplace, the Internal Committee and Local Committee, the complaint window, inquiry and action timelines, employer duties and employee rights. It is for every employee completing the annual awareness requirement, for managers who receive disclosures first, and for Committee members and compliance owners who need a verifiable record.
Twenty items, one mark each, against a 70 percent pass mark. Eight knowledge items have a single statutory answer. In the twelve scenarios every option is something a real colleague might do, options are length-matched, and the keyed response is the one the Act and good practice support — often not the most cautious-sounding one, since waiting or forwarding screenshots to everyone are both wrong. The review explains every key.
Twenty items within a twenty-five-minute limit. Everyone receives a score against the pass mark, a split between scenario judgement and statutory knowledge, and an item-by-item review with the basis for each answer. Candidates at or above 70 percent also receive a POSH certified digital credential with a public verification link. The price includes everything; there is nothing further to unlock.
The credential's public verification page lets an employer, auditor or Internal Committee confirm a result without paperwork, which suits the annual compliance file. Candidates below the pass mark receive a list of provisions to re-read and can retake the certification. The certification evidences knowledge of the law; it does not replace the employer's own duties under the Act, and it is not legal advice.
The Act applies to workplaces in India, so the certification is most relevant to organisations operating there — including global companies with Indian teams, offshore centres or vendors, whose overseas managers often need the same grounding. The scenarios about messaging groups, late hours and bystanders translate to any workplace. It is priced in INR and USD, with the live price shown on this page.
Certifications carry a pass mark and issue a verifiable digital credential on success. Each is an original item bank written against the statute or regulation itself — the definitions, duties, timelines and remedies an employee is actually expected to know — not a generic awareness quiz.
See the certifications →Methodology: Scenarios and items are original works authored for AssessAll against the public text of the POSH Act, 2013 and its 2013 Rules. No third-party course content is reproduced.