What SEBI asks, verbatim
Employees and workers who have been provided training on human rights issues and policy(ies) of the entity, in the following format
For employees and workers (permanent and other than permanent): total count and number/percentage trained on human rights issues. Disclose for current and previous FY.
Quoted from the SEBI BRSR Format as amended March 2025, with measurement guidance from the ICAI Background Material on BRSR, Revised Edition 2024, page 123.
In plain English
Report how many employees and workers, both permanent and non‑permanent, have received training on the company’s human rights policies. Give the total number and the percentage of those trained for the current and the previous fiscal year. The data usually comes from the company’s training records or HR database.
What a complete, assurance-ready answer contains
A complete, assurance‑ready answer lists the total number of employees and workers (permanent and non‑permanent) for the current and previous fiscal year, followed by the exact count and percentage of those who received formal training on the entity’s human‑rights policy. The disclosure should specify the training modality (e.g., in‑person, e‑learning), the training content scope, and the date of delivery, ensuring the data can be cross‑checked against HR and training records. A common gap is omitting the distinction between permanent and non‑permanent staff, which prevents assurers from verifying the required granularity.
Describes the completeness and granularity an assurer expects. No company figures are named.
Where the data comes from
Usually found in policy, grievance and due-diligence records. Forward to your HR or Legal team.
Much of what BRSR asks for already exists in filings the company makes elsewhere, such as Pollution Control Board consents, PAT returns, hazardous-waste manifests and EPR registrations. The free gap analysis cross-references those filings against all 108 fields and shows which are already covered.
Frequently asked questions
What does BRSR P5-E1 ask for?
Report how many employees and workers, both permanent and non‑permanent, have received training on the company’s human rights policies. Give the total number and the percentage of those trained for the current and the previous fiscal year. The data usually comes from the company’s training records or HR database.
Is BRSR P5-E1 an Essential or a Leadership indicator?
P5-E1 is an Essential indicator, so it is mandatory for every BRSR filer. It sits under Principle 5, Human Rights.
Who inside the company holds the data for P5-E1?
HR / Legal. Usually found in policy, grievance and due-diligence records. Forward to your HR or Legal team.
What unit does P5-E1 use?
count / percentage. Reporting in the wrong unit, or switching the denominator of an intensity ratio between years, is one of the more common reasons a figure has to be restated.
What does a complete answer to P5-E1 look like?
A complete, assurance‑ready answer lists the total number of employees and workers (permanent and non‑permanent) for the current and previous fiscal year, followed by the exact count and percentage of those who received formal training on the entity’s human‑rights policy. The disclosure should specify the training modality (e.g., in‑person, e‑learning), the training content scope, and the date of delivery, ensuring the data can be cross‑checked against HR and training records. A common gap is omitting the distinction between permanent and non‑permanent staff, which prevents assurers from verifying the required granularity.
Other disclosures under Principle 5
Employees and workers paid at or above minimum wage (count, %)
Median remuneration and the male-to-female pay ratio
Do you have a person / committee responsible for human-rights issues? (Yes/No)
Internal mechanism to handle human-rights grievances (brief)
Complaints on harassment, discrimination, child labour, forced labour, wages (count)
POSH complaints (sexual harassment) filed this year
See P5-E1 against a real client
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