Introduction

Are you an HR professional seeking advanced management roles, looking to move abroad, or wanting to work as a digital nomad but unsure of your options?

Maybe you're an HR student, a retired HR professional looking for side income, or a parent wanting to balance family time with career ambitions.

If you're in a stagnant job, or HR opportunities in your area are dwindling, you might be considering the freelance market.

Are you dealing with international labor issues or sexual harassment cases in your workplace, struggling to understand the legal advice, or needing to familiarize yourself with SH laws for better coordination?

Perhaps you're an existing or aspiring HR consultant eager to expand your services and increase profitability.

If you're overwhelmed by complex challenges at work without proper training, or if you've been told that only HRs from top B-schools can achieve rapid growth or work with international companies, let's talk about your next steps.

Key Highlights

Build your profile as an international expert in sexual harassment at the workplace and secure high-paying freelance roles or strategic HR positions with fast-growing startups in developed economies.
You don’t need to be from a tech background or a top B-School to succeed; this course equips you with highly sought-after skills.
Gain assistance in finding freelance, remote jobs, or even opportunities to migrate to countries like the US or UK, balancing a rewarding career with family time or travel.
Learn to create a compelling professional profile that attracts fast-growing startups and digital businesses, positioning you as a strategic HR and expert in workplace sexual harassment.
Acquire essential skills in just 3 months with a focus on Indian POSH law as a foundation for understanding international sexual harassment laws.
Commit just 2 hours a day for 3 months to master these skills.
Join over 10,000 individuals who have leveraged our training to secure remote jobs and freelance opportunities globally. You could be our next success story!

Who should take this course?

Aspiring HRs looking to work with startups or expand globally, including those planning to migrate.
Retired and home-based HR professionals seeking part-time roles, especially in sexual harassment.
HR managers in dead-end jobs or small towns seeking independent, remote opportunities.
Fresh HR graduates and students aiming for financial independence through freelance HR roles.

What is unique about this course?

This is a very practical course - You'll obtain useful insights.on creating amazing profile to get remote and freelance opportunities hands on by experts who have helped thousands of students to do so
We will train you to identify and show the most high demand tasks in your profile so that you can hit the ground running
You will become a trained expert having in-depth knowledge of international sexual harassment laws
The course is not limited to a provision-by-provision study of some statutes and associated case laws.
The course trains you on different kinds of actual work that is required to be performed by strategic HRs, HR managers, CHROs, freelance HRs, HR consultants, etc working with MNCs in India and startups in high growth sectors throughout the world.
You will get to practise real international sexual harassment at work place related work through practical assignments based on real life work in various countries
After finishing the course, you will know as much practical knowledge as a strategic HR/ CHRO working at a top international startup would be expected to have after a 5 years of experience.
You get massive placement support - we help you to source jobs, apply for them, write great proposals, use social media for finding opportunities, building a track record, and even train you for interviews
If you work hard, we will help you to embark on an exciting and well paid career in next 3 months

Money-back guarantee

If you take this course, follow it diligently for a month, attend all the classes, do all the exercises but still do not find value in it, or not able to understand or follow it or not find it good for any reason, we will refund the entire course fee to you. It is a 100% money-back guarantee with only one condition, you must pursue it properly for a month. If you don’t find it valuable after that, get your entire money back.

View Refund Policy

Training Methodology

Online 24/7 access

Access basic study materials anytime via an online learning system and mobile apps.

Practical Exercises

Complete two practical exercises weekly, with written feedback provided on your submissions.

Live Online Classes

Attend live video classes to ask questions, share your screen, and receive personal feedback based on the exercises.

Convenient Class timings

Classes are scheduled after work hours, typically on Sunday afternoons or weekday evenings from 8-9 PM.

Live Doubt Clearing

Address your questions and clear doubts live or through online forums.

Placement

Receive assistance with job and internship placements, as well as support in securing freelancing opportunities.

Freelance opportunities & Placement Support

Freelance & Placement Support: Excel in coursework to access job, internship, and freelance opportunities with top firms and startups.
Career Development: Boost your CV and interview skills in our sessions, and get guidance on starting your consultancy.
Personalized Consultations: Customize your career path with one-on-one placement meetings.
Diverse Opportunities: Access daily client tasks ranging from policy drafting to complete HR management.

Syllabus

HOW TO COMPREHEND ANTI-SEXUAL HARASSMENT LAWS OF A NEW JURISDICTION IN UNDER 3 HRS

What acts and rules are applicable What are compulsory obligations, compliances and filings of organisations with respect to prevention of sexual harassment at their workplace What kinds of locations/scenarios/venues/contexts are covered within sexual harassment Is travelling to/from the office/working from home included? What is the line between workplace and personal spaces What kinds of actions are within the scope of sexual harassment? What is excluded? Is the law/policy wider than sexual harassment? Are bullying or other gender-based discrimination covered? Are men/transgender population included within sexual harassment? Standard obligations/duties of the organisation

- Obligation to train workforce
- Obligation to notify employees
- Other forms of compliance and filings required

Requirements pertaining to the hearing/inquiry process Liability/consequences of non-compliance for organisation and top management Interim remedies that can be awarded to the complainant Punishments for sexual harassment Confidentiality requirements

STATUTORY FRAMEWORK, RULES AND REGULATIONS PERTAINING TO SEXUAL HARASSMENT IN USA, UK, UAE, CANADA AND SINGAPORE

UK:

- Equality Act
- Protection from harassment act 1997

US:

- Title VII of civil rights act

Singapore:

- Prevention of Harassment Act

UAE:

Federal Decree Law no 33 of 2021

Canada (Federal + Ontario):

- Canada Human Rights Act
- Canada Labour Code
- Guidelines of the Employment and Social Development Department
- Occupational Health and Safety Act (Ontario)
- Human Rights Code of 1990

HOW TO CREATE AN ANTI-SEXUAL HARASSMENT COMPLIANCE BLUEPRINT FROM SCRATCH FOR A SPECIFIC COUNTRY

How to read the statutory provisions as an HR professional Prepare a standard list of expected obligations that are common Identify the statutory framework and update your list Prepare a checklist for every unit/office/branch Implement each obligation at the local level Sample compliance blueprints/SOPs

HOW TO DRAFT AN ANTI-SEXUAL HARASSMENT POLICY (AT GLOBAL LEVEL AND AT COUNTRY LEVEL)

How to draft a global anti-sexual harassment policy Essential conditions of any standard policy

- What constitutes sexual harassment as per policy and where it extends to matters not covered by law
- Manner of reporting complaints
- Rights of complainant
- Rights of defendant
- Policy is gender neutral or not
- Provision of safety of victim and interim actions
- Provisions to ensure false complaints
- Provisions to avoid gossip and spreading of matter in organisation
- Provisions to protect organisation’s reputation and matter getting discussed on social media
- Consequences for someone disclosing information in violation of law and policy

What are the specific statutory requirements under laws of the US, UK, UAE, Canada and Singapore? What are the typical inclusions that are made in addition to the statutory framework of the organisation? What are the standard ways to sensitise employees and obtain their consent to the policy and any updates? How to perform country-specific modifications to the anti-sexual harassment policy Templates of country-specific anti-sexual harassment policies

COMPLIANCE REQUIREMENTS AND EMPLOYER’S RESPONSIBILITY

What kinds of registers are to be maintained in the US, UAE, UK, Canada and Singapore? How to navigate state-level framework for Canada (Ontario, British Columbia), US and zonal frameworks in UAE for free trade zones, DIFC, etc. What are the mandatory statutory obligations of organisations under US, UAE, UK, Singapore and Canadian law? What are the similarities and differences? What are the appropriate ways to maintain records of training and certification of employees? What are the registered to be maintained? What kinds of incidents need to be reported? What other kinds of compliance requirements or filings are required at annual and other intervals? Country-level compliance checklists Which country-level departments/authorities are in charge?

TRAINING AND CERTIFICATION OF EMPLOYEES AND MANAGEMENT

What are the requirements for training and sensitisation of employees, management and any inquiry committee members in US, UAE, Canada, UK, Singapore and Dubai? How frequently should training be conducted? Tracking and measurement of training and certification of various stakeholders How to report completion of training in various annual compliance documents What are the best practices for conducting refresher training?

WHAT IS THE PROCESS AFTER A SH COMPLAINT COMES INTO YOUR NOTICE (WITH COUNTRY SPECIFIC PROVISIONS)

What is the manner in which complaints can be received? What is the immediate next action to be taken upon receipt of complaint Step-by-step overview of the inquiry process in each country Interim measures to be taken under US, UK, UAE, Canadian and Singapore law Possible conditions and scenarios for settlement/conciliation When should the complaint be forwarded to police/investigative agencies? What are the principles for conducting hearings, inquiry and decision-making What organisation level actions and measures will be taken once the accusation is proved against an employee What mechanisms should be administered to maintain confidentiality?

MEDIA AND REPUTATION MANAGEMENT OF THE ORGANISATION IF THE MATTER COMES IN LIMELIGHTHOW TO PERFORM PERIODIC SEXUAL HARASSMENT AUDITS TO EVALUATE THE ORGANISATION’S EFFECTIVENESS WITH COMPLIANCE

Relevance and need for SH audits Methodology for audits

- Interviews
- Identifying potential threats
- Identifying incidents which might be happening but not reported
- Identifying implementation roadblocks
- Identifying if the policy, documentation, registers, filings, reports and other requirement is non compliant with any provision of law
- Identifying if there is any change or amendment in the applicable law and it is implemented or not
- Evaluation of existing mechanism and making improvements wherever required
- Understanding management’s stance about SH incidents in organisation

How to write audit reports How to improve your compliance, training and other initiatives based on audit findings

Online Faculty

Esha Shekhar

Independent Corporate Counsel | Corporate Advisory and Compliance | Trainer- POSH and gender laws

Nidhi Dayani

Principal Associate at Lawsikho

Note: This is an indicative list of our guest faculty members and not an exhaustive list. We may change the faculty members at any point based on availability.

Testimonial

Veena Prabhu is a Strategic HR & POSH Consultant. Post joining Skill Arbitrage, she has worked with 4 HR projects and 2 POSH Projects, both of which she completed successfully. She is set to complete 2 POSH Projects which is about training the employees in linguistic language (Regional language- Kannada, Telugu & Tamil) for a company with a strength of 1900 employees across South India in multiple branches. She has also worked with International clients in Singapore & New York for various HR & POSH Projects. Adding to it, she is also an ICC Member for 4 companies (Prixwiz, Premium Leads, Rewards360, Pearlarc).

Veena Prabhu

Student

Rahul Singh, an HR manager with 10.5 years of experience, was working in the manufacturing sector. Over the span of a decade he had worked across various industries such as wind energy, electronics, and heavy fabrication, earning a salary of ₹13.6 lakhs per annum.

He was in charge of a Company, however his role was of an HR Generalist which he wanted to convert into a role in the domain of Compliance and Payroll. Despite over a decade of HR experience, lack of labour and employment knowledge was proving to be a limitation here.

As an HR Generalist he often found himself struggling with critical responsibilities such as managing compensation and benefits programs, and overseeing policy development and implementation within his organisation.

In May 2024, armed with the necessary knowledge of labour and POSH laws, Mr. Rahul Singh was able to effectively transition from his role as an HR Generalist to that of a Manager, Nextgen Clearing Ltd.- in the Compliance and Payroll Sector at an enhanced remuneration of ₹18.5 LPA.

Executive Certificate Course in Prevention of Sexual Harassment at Workplace in International Organisations: US, UK, Canada, Singapore and Dubai

Enrollment Closed