PoSH Investigator Certification is a professional capability programme for people who support or conduct authorised workplace inquiries. Learn to assess complaints, define scope, plan a fair process, conduct neutral interviews, evaluate evidence, apply natural justice, document findings and write clear, reasoned inquiry reports.
Process capability
Complaint assessment, scope, inquiry planning and fair procedure.
Evidence capability
Interviews, records, findings and reasoned reports.
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Explore seven practical modules covering inquiry process, evidence assessment, reasoned decisions and report writing. Hover, tap or use the keyboard to open a module.
Explore the PoSH Investigator Certification programme and discuss your learning needs.
PoSH Investigator Certification develops the professional skills needed to support a structured workplace inquiry under an organisation’s authorised process. The programme covers complaint assessment, jurisdiction and scope, inquiry planning, notices and hearings, neutral interviewing, documentary and digital evidence, confidentiality, natural justice, findings and report writing. It is designed for Internal Committee members, HR and employee-relations professionals, lawyers, compliance teams, external members and consultants who need deeper inquiry capability.
Certification does not appoint a participant to an Internal Committee, confer legal authority, authorise an inquiry or replace organisation-specific legal advice. Instead, it provides a practical framework, simulations and documentation discipline that participants can apply within a role they are formally authorised to perform.
Investigation capability is not simply knowing the law. It requires a repeatable process for defining issues, hearing each party fairly, testing information and explaining how the evidence supports—or does not support—a finding.
Learn to read a complaint carefully, identify the allegations, check jurisdiction, define a workable scope, plan notices and hearings, manage timelines and protect confidentiality without assuming the outcome.
Learn to conduct neutral interviews, organise records, assess relevance and consistency, distinguish facts from assumptions and document reasoned findings in language authorised decision-makers can understand.
The curriculum follows the inquiry lifecycle from initial complaint assessment to a structured report, with practical exercises at each stage.
Assess whether a complaint falls within the workplace process, clarify the allegations, identify the relevant parties and frame an inquiry scope that is specific enough to investigate fairly.
Plan notices, hearings, timelines and opportunities to respond. Understand impartiality, confidentiality, absence of bias and the procedural safeguards that help both parties participate meaningfully.
Prepare neutral, non-leading questions; handle difficult interviews; record responses carefully; and assess documentary, digital, oral and circumstantial material for relevance and consistency.
Apply the appropriate standard of assessment, connect evidence to each allegation, separate observations from findings and write a clear report that shows the reasoning behind the conclusion.
Investigator Certification is relevant when your responsibilities include complaint assessment, inquiry coordination, interviews, evidence review or report preparation. Typical participants include:
The programme is led through practitioner examples, case discussions and simulations. Learn more about programme mentor Vishal Bhasin.
A defensible inquiry is built through connected decisions. Each stage should preserve fairness, relevance, confidentiality and a clear documentary trail.
Clarify the complaint, jurisdiction and scope.
Define a fair process, notices and timelines.
Use neutral questions and give each party an opportunity to respond.
Review relevant records and test consistency.
Explain findings through evidence and reasoned analysis.
Assess jurisdiction, define allegations and scope, identify conflicts, plan the process, communicate with the parties, conduct neutral interviews and give each person a fair opportunity to present relevant information.
Organise the record, test consistency, evaluate each allegation, explain the reasoning, distinguish evidence from assumption and document findings and recommendations within the authorised mandate.
Choose Investigator Certification when inquiry work is central to your responsibilities. Choose TTT for learning design and facilitation, or Dual Certification when your role genuinely spans both prevention and redressal.
| Pathway | Primary capability | Best suited to | Choose it when |
|---|---|---|---|
| PoSH TTT | Training design and facilitation | HR, L&D, trainers and consultants | You need to deliver accurate, engaging PoSH sessions |
| PoSH Investigator | Complaint assessment and workplace inquiry process | IC members, HR, legal, compliance and inquiry professionals | You need to support or conduct authorised inquiries |
| PoSH Dual Certification | Both trainer and investigator capability | Professionals whose roles span prevention and redressal | You genuinely need both capabilities together |
Clear answers about eligibility, authority, inquiry skills and the difference between Investigator, TTT and Dual Certification.
No. Certification develops professional capability. Authority to act comes from the organisation’s formal process, the participant’s appointed role and applicable law. The programme does not create an IC appointment or independent legal authority.
No. It can be relevant to Internal Committee members, HR and employee-relations professionals, legal and compliance teams, external members and others formally authorised to support workplace inquiries.
The programme addresses oral testimony, documents, email, messages, digital records and circumstantial material. The emphasis is on relevance, consistency, authenticity questions, fair opportunity to respond and reasoned assessment.
Yes. The curriculum covers report structure, allegation-wise analysis, evidence-to-finding logic, language to avoid, reasoned conclusions and documentation that shows how the process and decision were reached.
TTT focuses on designing and facilitating PoSH learning sessions. Investigator Certification focuses on authorised workplace inquiries. Review the full certification comparison if you are unsure.
Choose Dual Certification when your responsibilities genuinely require both training delivery and inquiry capability. If your work is limited to investigation support, the focused Investigator pathway is more relevant.
The learning architecture refers to the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and practical responsibilities connected with workplace inquiries. For the authoritative statutory text, read the PoSH Act (government source).
Unsure which pathway fits your role? Use the TTT vs Investigator vs Dual Certification comparison, or submit the form at the top of this page for programme guidance.
