Gender Sensitization Training

The POSH Act, 2013 is the only statute here that requires training. Section 19(c) requires employers to organise workshops and awareness programmes at regular intervals to sensitise employees to the Act. Rule 13(a) of the POSH Rules, 2013 goes further and requires an internal policy "intended to promote gender sensitive safe spaces and remove underlying factors that contribute towards a hostile work environment against women".

Section 3(2)(iv) of the Act treats interference with a woman's work or creating an intimidating, offensive or hostile work environment as a circumstance that may amount to sexual harassment when connected with sexual conduct. Gender sensitization is how most employers address those "underlying factors" in day-to-day behaviour.

Section 3(1) of the Code on Wages, 2019 prohibits discrimination among employees on the ground of gender in matters relating to wages for the same work or work of a similar nature. Section 3(2) bars employers from reducing anyone's wages to comply, and from discriminating on the ground of sex in recruitment for the same or similar work and in conditions of employment, except where the law prohibits or restricts women's employment in that work.

These provisions were brought into force on 21 November 2025 by notification S.O. 5322(E). Section 69 of the Code repeals the Equal Remuneration Act, 1976, so section 3 of the Code is now the operative equal pay rule.

Maternity rights now sit in Chapter VI of the Code on Social Security, 2020, brought into force on 21 November 2025 by notification S.O. 5319(E). Section 164(1) repeals the Maternity Benefit Act, 1961. Under the First Schedule, Chapter VI applies to every factory, mine and plantation and to every shop or establishment with ten or more employees on any day in the preceding twelve months.

Section 60(3) gives up to twenty-six weeks of maternity benefit (twelve weeks for a woman with two or more surviving children), and section 60(4) gives twelve weeks to a woman who adopts a child below three months or to a commissioning mother. Section 60(5) allows work from home after maternity benefit where the work permits, on mutually agreed terms. Section 66 provides nursing breaks until the child is fifteen months old, and section 67(1) requires a creche in establishments with fifty or more employees.

Section 67(2) requires every establishment to tell each woman, in writing and electronically at the time of her initial appointment, about every benefit under Chapter VI. Section 68 makes it unlawful to discharge or dismiss a woman during or on account of her maternity absence, or to vary her conditions of service to her disadvantage.

Section 3 of the Transgender Persons (Protection of Rights) Act, 2019 prohibits any person or establishment from discriminating against a transgender person, including through unfair treatment in employment and denial of, or termination from, employment. Section 9 bars establishments from discriminating in any matter relating to employment, including recruitment and promotion. Section 10 requires every establishment to ensure compliance and provide prescribed facilities, and section 11 requires every establishment to designate a complaint officer.

The Act was amended by the Transgender Persons (Protection of Rights) Amendment Act, 2026 (No. 3 of 2026), which came into force on 25 May 2026 under notification S.O. 2620(E). Check the current consolidated text on India Code before relying on the definitions or offence provisions.