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Fave Consultancy Services LLP, Mumbai (2026)

15/10/2026

PoSH compliance training is not just a formality.
It helps build a documented, defensible process for real workplace safety.

PoSH Compliance, POSH Act 2013, POSH Consultant India, POSH Compliance Services, Workplace Sexual Harassment Prevention, Workplace Safety, Internal Committee (IC), External IC Member, POSH Training, Employee Awareness Training, POSH Policy, Annual POSH Compliance, POSH Compliance for SMEs, POSH Compliance for Startups, Workplace Ethics, HR Compliance, Gender Sensitisation, Respectful Workplace, POSH Inquiry Support, HR Consulting, Fave Consultancy Services LLP,

15/10/2026

Hiring delays slow business growth.
For mid and senior roles, every lost week matters.

Fave supports faster, business-aligned recruitment in India. DM us to help you hire the right talent.

Recruitment, talent acquisition, hiring, midlevel hiring, lateral hiring, senior level hiring, niche hiring, leadership hiring, Recruitment Consultancy India, Recruitment Services, Talent Acquisition, Executive Search, Senior-Level Recruitment, Lateral Hiring, Specialist Recruitment, Leadership Hiring, Recruitment Outsourcing, Recruitment Process Outsourcing (RPO), Permanent Staffing, IT Recruitment, Engineering Recruitment, Manufacturing Recruitment, Oil and Gas Recruitment, BFSI Recruitment, Talent Sourcing, Candidate Screening, Recruitment Partner, Hiring Solutions for SMEs, Recruitment Support for Startups, Fave Consultancy Services LLP,

06/10/2026

𝗘𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝘄𝗮𝗻𝘁𝘀 𝗮 𝘀𝗮𝗳𝗲 𝘄𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲. 𝗘𝗮𝗰𝗵 𝗰𝗼𝘂𝗻𝘁𝗿𝘆’𝘀 𝗹𝗮𝘄 𝗴𝗲𝘁𝘀 𝘁𝗵𝗲𝗿𝗲 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁𝗹𝘆—𝗮𝗻𝗱 𝘁𝗵𝗮𝘁 𝗺𝗮𝘁𝘁𝗲𝗿𝘀 𝗶𝗳 𝘆𝗼𝘂𝗿 𝗽𝗲𝗼𝗽𝗹𝗲 𝘀𝗶𝘁 𝗮𝗰𝗿𝗼𝘀𝘀 𝗯𝗼𝗿𝗱𝗲𝗿𝘀.

Many countries have laws addressing workplace sexual harassment, discrimination, bullying or related employer duties. The legal approaches and protections vary.

Here’s a snapshot of selected duties across four jurisdictions:

🇮🇳 𝗜𝗻𝗱𝗶𝗮: 𝗮𝗻 𝗜𝗖, 𝗮𝗹𝗼𝗻𝗴𝘀𝗶𝗱𝗲 𝗽𝗿𝗲𝘃𝗲𝗻𝘁𝗶𝗼𝗻 𝗱𝘂𝘁𝗶𝗲𝘀.

Under the PoSH Act, workplaces with 10+ employees must constitute an Internal Committee. Employers must also provide a safe working environment, conduct regular awareness programmes and orient IC members. The Act protects women from workplace sexual harassment.

🇬🇧 𝗚𝗿𝗲𝗮𝘁 𝗕𝗿𝗶𝘁𝗮𝗶𝗻: 𝗽𝗿𝗲𝘃𝗲𝗻𝘁𝗶𝗼𝗻 𝗱𝘂𝘁𝗶𝗲𝘀 𝗮𝗿𝗲 𝘁𝗶𝗴𝗵𝘁𝗲𝗻𝗶𝗻𝗴.

Since October 2024, employers must take reasonable steps to prevent sexual harassment. From 30 𝗢𝗰𝘁𝗼𝗯𝗲𝗿 2026, this becomes 𝗮𝗹𝗹 𝗿𝗲𝗮𝘀𝗼𝗻𝗮𝗯𝗹𝗲 𝘀𝘁𝗲𝗽𝘀, alongside a duty not to permit harassment by third parties, including clients and customers. These changes apply to England, Wales and Scotland.

🇦🇺 𝗔𝘂𝘀𝘁𝗿𝗮𝗹𝗶𝗮: 𝗮 𝗽𝗼𝘀𝗶𝘁𝗶𝘃𝗲 𝗱𝘂𝘁𝘆.

Since December 2022, employers must take reasonable and proportionate measures to eliminate sexual harassment and other specified unlawful conduct 𝗮𝘀 𝗳𝗮𝗿 𝗮𝘀 𝗽𝗼𝘀𝘀𝗶𝗯𝗹𝗲. The Australian Human Rights Commission monitors and enforces compliance.

🇺🇸 𝗨𝗻𝗶𝘁𝗲𝗱 𝗦𝘁𝗮𝘁𝗲𝘀: 𝗳𝗲𝗱𝗲𝗿𝗮𝗹 𝗽𝗿𝗼𝘁𝗲𝗰𝘁𝗶𝗼𝗻 𝗽𝗹𝘂𝘀 𝘀𝘁𝗮𝘁𝗲 𝗿𝘂𝗹𝗲𝘀.

Title VII generally covers employers with 15+ employees. California, Illinois and New York require sexual harassment prevention training, with different coverage and frequency requirements.

✈️ 𝗜𝗻𝗱𝗶𝗮𝗻 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝗼𝘃𝗲𝗿𝘀𝗲𝗮𝘀?

PoSH’s workplace definition includes places visited during employment. Overseas assignments require a case-specific assessment of applicable law, employment arrangements and the appropriate complaint forum. Do not assume that an Indian IC has jurisdiction over every overseas incident.

𝗗𝗶𝗴𝗻𝗶𝘁𝘆 𝗶𝘀 𝘂𝗻𝗶𝘃𝗲𝗿𝘀𝗮𝗹. 𝗖𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝗰𝗲 𝘀𝘆𝘀𝘁𝗲𝗺𝘀 𝗮𝗿𝗲 𝗻𝗼𝘁.

Before deploying people across borders, check:

• Where can they report concerns?
• Who handles complaints?
• What training and prevention measures are required locally?

𝗧𝗲𝗮𝗺𝘀 𝗮𝗰𝗿𝗼𝘀𝘀 𝗯𝗼𝗿𝗱𝗲𝗿𝘀? 𝗗𝗠 𝘁𝗼 𝗱𝗶𝘀𝗰𝘂𝘀𝘀 𝘄𝗵𝗲𝗿𝗲 𝗜𝗻𝗱𝗶𝗮𝗻 𝗣𝗼𝗦𝗛 𝗮𝗿𝗿𝗮𝗻𝗴𝗲𝗺𝗲𝗻𝘁𝘀 𝗳𝗶𝘁 𝘄𝗶𝘁𝗵𝗶𝗻 𝘆𝗼𝘂𝗿 𝘄𝗶𝗱𝗲𝗿 𝘄𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 𝗳𝗿𝗮𝗺𝗲𝘄𝗼𝗿𝗸.

30/09/2026

𝗠𝗼𝘀𝘁 #𝗣𝗼𝗦𝗛 𝗰𝗼𝗺𝗽𝗹𝗮𝗶𝗻𝘁𝘀 𝗱𝗼𝗻'𝘁 𝘀𝘁𝗮𝗿𝘁 𝗼𝗻 𝘁𝗵𝗲 𝗷𝗼𝗯. 𝗧𝗵𝗲𝘆 𝘀𝘁𝗮𝗿𝘁 𝗶𝗻 𝘁𝗵𝗲 #𝗵𝗶𝗿𝗶𝗻𝗴 𝗽𝗿𝗼𝗰𝗲𝘀𝘀.

When a reaches your Internal Committee, everyone asks: "𝘏𝘰𝘸 𝘥𝘪𝘥 𝘵𝘩𝘪𝘴 𝘩𝘢𝘱𝘱𝘦𝘯?"

Very few ask: "𝘞𝘢𝘴 𝘵𝘩𝘦𝘳𝘦 𝘢 𝘴𝘪𝘨𝘯𝘢𝘭 𝘸𝘦 𝘮𝘪𝘴𝘴𝘦𝘥 𝘢𝘵 𝘵𝘩𝘦 𝘩𝘪𝘳𝘪𝘯𝘨 𝘴𝘵𝘢𝘨𝘦?"

We work on both sides of this, PoSH compliance and recruitment, and the pattern is consistent.

Companies invest heavily in policies and IC training, but the first checkpoint, who you let in, is often the weakest.

𝗪𝗵𝗲𝗿𝗲 𝗛𝗶𝗿𝗶𝗻𝗴 𝗮𝗻𝗱 𝗣𝗼𝗦𝗛 𝗰𝗼𝗻𝗻𝗲𝗰𝘁:

1. 𝗜𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄: 𝘁𝗲𝘀𝘁 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿, 𝗻𝗼𝘁 𝗷𝘂𝘀𝘁 𝘀𝗸𝗶𝗹𝗹
Structured behavioural questions on conflict, authority, and feedback show how a candidate treats people when things get uncomfortable. Defensiveness, blame-shifting, and dismissiveness toward juniors or colleagues are signals worth noting.
2. 𝗥𝗲𝗳𝗲𝗿𝗲𝗻𝗰𝗲𝘀: 𝗴𝗼 𝗯𝗲𝘆𝗼𝗻𝗱 𝘁𝗵𝗲 𝗹𝗶𝘀𝘁 𝘁𝗵𝗲𝘆 𝗴𝗶𝘃𝗲 𝘆𝗼𝘂
A friendly, candidate-supplied reference tells you little. Back-channel checks and specific questions about conduct tell you a lot.
3. 𝗕𝗮𝗰𝗸𝗴𝗿𝗼𝘂𝗻𝗱 𝘃𝗲𝗿𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻: 𝗰𝗼𝗻𝗱𝘂𝗰𝘁, 𝗻𝗼𝘁 𝗷𝘂𝘀𝘁 𝗰𝗿𝗲𝗱𝗲𝗻𝘁𝗶𝗮𝗹𝘀
Employment history, gaps, and reasons for leaving should match the story. Vague answers deserve follow-up.
4. 𝗢𝗻𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴: 𝗣𝗼𝗦𝗛 𝗳𝗿𝗼𝗺 𝗗𝗮𝘆 1, 𝗻𝗼𝘁 𝗠𝗼𝗻𝘁𝗵 6
Every new joiner should know your policy, how to reach the IC, and what conduct is expected before they finish week one. This is part of the employer's duty under the PoSH Act.
5. 𝗣𝗿𝗼𝗯𝗮𝘁𝗶𝗼𝗻: 𝘁𝗿𝗮𝗰𝗸 𝗰𝗼𝗻𝗱𝘂𝗰𝘁, 𝗻𝗼𝘁 𝗼𝗻𝗹𝘆 𝘁𝗮𝗿𝗴𝗲𝘁𝘀
Early feedback on behaviour catches problems while they are still small and fixable.

𝗪𝗵𝘆 𝘁𝗵𝗶𝘀 𝗺𝗮𝘁𝘁𝗲𝗿𝘀 𝘁𝗼 𝘆𝗼𝘂 𝗮𝘀 𝗮 𝗹𝗲𝗮𝗱𝗲𝗿:
→ Under the PoSH Act, the employer is accountable for a safe workplace, and one mishandled case can cost you your best people and your employer brand.
→ If you're scaling headcount fast, every rushed hire adds risk unless your scales with you.
→ A strong and a strong hiring process are two halves of the same system. One reduces the chance of a complaint. The other ensures you handle it well when one arrives.

At FAVE Consultancy Services, we help growing companies do both: PoSH policy, IC support and training, and recruitment with conduct-aware screening.

𝗜𝗳 𝘆𝗼𝘂 𝗮𝘂𝗱𝗶𝘁𝗲𝗱 𝘆𝗼𝘂𝗿 𝗹𝗮𝘀𝘁 10 𝗵𝗶𝗿𝗲𝘀, 𝗵𝗼𝘄 𝗺𝗮𝗻𝘆 𝘄𝗲𝗻𝘁 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿𝗮𝗹 𝘀𝗰𝗿𝗲𝗲𝗻𝗶𝗻𝗴 𝗮𝗻𝗱 𝗮 𝗽𝗿𝗼𝗽𝗲𝗿 𝗣𝗼𝗦𝗛 𝗶𝗻𝗱𝘂𝗰𝘁𝗶𝗼𝗻? 𝗧𝗲𝗹𝗹 𝗺𝗲 𝗶𝗻 𝘁𝗵𝗲 𝗰𝗼𝗺𝗺𝗲𝗻𝘁𝘀

08/09/2026

🎓 PoSH TRAIN-THE-TRAINER CERTIFICATION PROGRAMME

Knowing the PoSH Act is one thing. Applying it confidently is another.

Build practical capability in:
🔹 PoSH facilitation & adult learning
🔹 IC processes & inquiry handling
🔹 Natural Justice & evidence
🔹 Inquiry report writing
🔹 Case studies & role plays
🔹 Practical trainer toolkit

📚 12-Hour Practical Workshop | 2 Days
📅 19–20 September 2026
⏰ 10 AM–4 PM IST | 💻 Live Online

🎯 For HR professionals, IC Members, Legal & Compliance professionals, Trainers & PoSH practitioners.

💰 Early Bird: ₹6,999 + GST
First 15 seats only

👉 Details & Registration:
https://faveconsultancyservices.com/posh-train-the-trainer-certification-programme/

25/08/2026

Bombay High Court Ruling: Why Internal Committees Cannot Dismiss Complaints at the Threshold

If an organization’s Internal Committee ( ) thinks it can casually dismiss a workplace grievance at the threshold, the Bombay High Court just issued a critical reminder.

In a recent (Anup Vikal v. State of Maharashtra), the High Court made it unequivocally clear:

An Internal Committee’s decision to reject a complaint on the grounds that it "lacks a sexual harassment element" is a formal order—and is subject to statutory appeal under Section 18 of the PoSH Act.

Here is why this matters for every , , and :

For years, many corporate ICs have treated preliminary with administrative informality. When an incident appears to be "workplace conflict" or "interpersonal friction," untrained often reject it summarily without recording a detailed, reasoned order.

Under the law, that is a severe procedural failure.

Here is what happens when an IC handles threshold assessments incorrectly:

- Quashed Proceedings: High Courts across India consistently set aside IC reports that violate the principles of or fail to record clear .

- Management & Board Exposure: Procedural defects drag executive into protracted writ petitions and legal that could have been resolved cleanly inside the organization.

- Loss of Quasi-Judicial Protection: An Internal Committee operates as a quasi-judicial body under Section 11. It cannot act as an informal HR filter; it must function with procedural precision.

The 3 Governance Safeguards Every Leadership Team Must Implement Today:

- Formal Preliminary Jurisdiction Assessment: Never dismiss a complaint with an informal email. Record clear, reasoned assessments explaining why an issue falls inside or outside the statutory scope.

- Trained Presiding Officers: Ensure your internal committee members understand evidence evaluation, cross-examination protocols, and statutory inquiry timelines.

- Empaneled, Certified External IC Members: An experienced external member provides the objective, procedural safeguard necessary to keep your inquiry legally defensible and free from institutional bias.

Having a written policy in your employee handbook is step zero. Ensuring your committee can withstand judicial scrutiny is what actually protects your people and your leadership.

📌 For HR Leaders & General Counsels:

We have compiled a "7-Point Quasi-Judicial IC Inquiry Checklist" outlining mandatory procedural steps from complaint receipt to Section 18 appeal readiness.

👉 DM 'GOVERNANCE' or comment below with your contact details, and my team will share a copy directly with you.

19/08/2026

A second look at your PoSH framework can often reveal what routine compliance checks miss.

After working with organisations on PoSH implementation, IC processes and workplace awareness, we’ve seen that compliance gaps are not always obvious.

Sometimes the policy is in place, the IC has been constituted and training has been conducted — yet a few important pieces may still need attention.

We’re therefore offering a limited number of organisations a "FREE PoSH Compliance Check", conducted by our team of experienced PoSH practitioners.

The review will look at key areas of PoSH compliance, including, but not limited to:

• IC constitution & External Member — Section 4

• Complaint & inquiry process — Sections 9 & 11

• Confidentiality — Section 16

• Employer responsibilities — Section 19

• Annual reporting — Section 21

• Inspection & records — Section 25

The focus is not on finding faults.

It is about giving organisations an experienced, independent view of their existing and highlighting areas that may benefit from attention.

This is a practical compliance review in alignment with the .

If your organisation would value an experienced second look at its PoSH framework, send us a DM with “PoSH CHECK”.

Our team will share the details.

09/07/2026

🚀 We're Hiring | Senior Sales Executive – B2B Service Sales (Work From Home)

Are you someone who doesn't just meet sales targets—but consistently exceeds them? Do you thrive on winning new business and building long-term client relationships?

If you have 2–3 years of proven experience in B2B Service Sales, we'd love to connect with you!

Join Fave Consultancy Services LLP, an ISO 9001:2015 QMS Certified HR Consulting company with 10+ years of industry experience, and help us grow our Talent Acquisition and PoSH Compliance services across India.

# # # What we're looking for:

✅ 2–3 years of B2B Service Sales experience
✅ Proven track record of achieving or exceeding sales targets
✅ Strong communication, negotiation, and client acquisition skills
✅ Self-motivated, result-oriented, and passionate about business development

# # # What we offer:

✨ Permanent Work From Home
✨ 5-Day Work Week
✨ Attractive Fixed Salary + Performance-Based Incentives
✨ Excellent growth opportunities in a fast-growing HR Consulting organization

📧 Interested? Send your resume to [email protected]

📢 Know someone who's a sales star? Tag them in the comments or share this post to help them discover their next career opportunity!

03/07/2026

Is your understanding of the PoSH Act practical enough for today's workplace?

Many professionals have attended PoSH awareness sessions. However, when it comes to handling workplace concerns, supporting Internal Committees, conducting effective awareness sessions, or navigating inquiry procedures, they often discover that theoretical knowledge alone is not enough.

A structured, practice-oriented training programme bridges this gap by equipping professionals with the legal clarity, practical competence, and confidence required to handle real workplace situations with professionalism and integrity.

At Fave Consultancy Services LLP, we are pleased to present our 2-Day Online PoSH Train the Trainer (TTT) Certification Program—designed for HR professionals, lawyers, trainers, consultants, educators, compliance professionals, managers, and Internal Committee Members who are committed to building deeper expertise in workplace compliance.

Why invest in our PoSH training programme?

✔ Workplace situations demand practical judgement—not just knowledge of the law.

✔ Build confidence in handling complaints, supporting Internal Committees, and conducting impactful PoSH awareness programmes.

✔ Learn through real workplace case studies, practical discussions, and application-based learning.

✔ Gain insights from experienced PoSH practitioners with specialised expertise in PoSH compliance, advisory, investigations, and corporate training.

✔ Receive certification, comprehensive study material, session recordings, and continued access to an exclusive PoSH Professionals Community for ongoing learning.

✔ Delivered by Fave Consultancy Services LLP—an ISO 9001:2015 Certified and MSME-Registered organisation with a team of experienced HR and PoSH professionals.

📅 11th & 12th July 2026

🕕 6:00 PM – 9:00 PM (Live Online)

⏳ Early Bird registrations close on 6th July 2026.

If you're committed to strengthening your professional expertise and contributing to safer, more respectful workplaces, we invite you to explore the programme.

📄 Express Your Interest – PoSH TTT Certification:

https://forms.gle/zVq4rKvDNcyhH9ZTA

Or join our WhatsApp Information Group to access the program brochure, curriculum, registration details, and important updates:

https://chat.whatsapp.com/KHO8A3jePhE49GUij8IrtJ

Seats are limited. Join the group today and take the first step towards becoming a confident PoSH professional.

01/07/2026

💼 Expand Your Professional Profile with PoSH Certification!
Train Others. Serve as an IC Member.

Take the next step in your PoSH career with our 2-Day Online PoSH Train the Trainer (TTT) Certification Program by Fave Consultancy Services LLP—an ISO 9001:2015 Certified, MSME-registered organization empanelled on the "SHe-Box Portal"

🎯 Learn to:
✅ Deliver PoSH training confidently
✅ Serve as an IC Member
✅ Handle inquiries with legal clarity
✅ Draft reports & conduct awareness sessions

📚 You'll Receive:
✔ Live online training
✔ Session recordings
✔ Study material
✔ Real case studies
✔ Certification
✔ Access to our PoSH Experts Community

📅 11th & 12th July 2026
🕕 6:00 PM – 9:00 PM
💻 Live Online

💰 Fee: ₹6,999
🎉 Early Bird: ₹4,999 (Register by 6th July & save ₹2,000!)

📢 Limited Seats!

🔗 Join our WhatsApp group for complete program details & registration: https://chat.whatsapp.com/KHO8A3jePhE49GUij8IrtJ

Fave Consultancy Services LLP

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