Workplace integrity
across four jurisdictions

Framework in force

• Federal Labor Law, reform of January 15, 2026Decent work, substantive equality and mandatory training to prevent violence against women. In force since January 16, 2026.
• ILO Convention 190Ratified by Mexico in 2022. The first international standard on violence and harassment at work.
• NOM-035-STPS-2018Psychosocial risk factors; recognizes workplace violence as a risk factor and requires a prevention policy.
• LFT, articles 47, 517 and 784Grounds for termination, thirty-day limitation period and burden of proof on the employer.

What it requires

• A protocol to prevent and address sexual harassment (art. 132, sec. XXXI).
• Training for all staff to prevent violence against women, with documentary evidence.
• Written termination notice stating the conduct, dates and legal ground; delivered personally or to the Tribunal within five business days.
• The burden of proving the ground for termination rests with the employer.

Deadlines that decide

Framework in force

• Law 21.643 (Karin Act)Amends the Labor Code (arts. 211-A to 211-E) on sexual harassment, workplace harassment and violence at work.
• Supreme Decree 21 of 2024Regulation: procedure, deadlines in administrative business days and protocol content.
• Labor Directorate Ruling 57/04 of January 26, 2026Clarifies the computation of deadlines, application over time and rules under subcontracting.
• ILO Convention 190Ratified by Chile in 2023; the Karin Act implements it.

What it requires

• A prevention protocol integrated into the internal regulations and communicated to every worker.
• An accessible reporting channel, written or electronic, with guaranteed confidentiality.
• Immediate protective measures upon receipt of a complaint: separation of spaces, shift changes, reassignment of duties.
• An impartial internal investigation with a gender perspective, or referral to the Labor Directorate. Conclusions submitted to the Inspectorate.

Deadlines that decide

Framework in force

• Law 2365 of 2024Prevention, protection and response to sexual harassment in the workplace and in higher-education institutions. Enacted June 20, 2024.
• Decree 405 of 2025Regulates Law 2365: mandatory protocol integrated into the Occupational Health and Safety Management System (SG-SST).
• Law 2466 of 2025 (labor reform)Chapter III: measures against violence, harassment and discrimination. Its article 17 broadens the employer prohibitions in the Labor Code.
• Law 1010 of 2006Workplace harassment and coexistence committee. A separate regime from sexual harassment.

What it requires

• A prevention, response and follow-up protocol integrated into the SG-SST, for every company regardless of size.
• Reporting channels that guarantee confidentiality, reporter protection and non-revictimization.
• Periodic training for all staff.
• Due process and presumption of innocence for the person investigated. Also applies to service contractors.

Deadlines that decide

Framework in force

• Law 27942Prevention and sanction of sexual harassment. In force since 2003, amended by Legislative Decree 1410 of 2018.
• Supreme Decree 014-2019-MIMPRegulation: investigation and sanction procedure, intervening bodies and protective measures.
• Supreme Decree 021-2021-MIMPAmends the regulation: electronic complaints, procedural stages and supplementary rules.
• SUNAFILEnforces compliance; inaction on a complaint is a sanctionable infraction in itself.

What it requires

• An internal policy and an investigation-and-sanction procedure, communicated to staff.
• A Sexual Harassment Intervention Committee in companies with twenty or more workers; a designated officer in smaller ones.
• A reporting channel, in person or electronic, and protective measures for the reporter.
• Annual training with documented records.

Deadlines that decide