Law 21.643 “KARIN”

As of August 1, 2024, Law 21.643, known as the Karin Law, comes into effect, amending the Labor Code and other legal frameworks regarding the prevention, investigation, and sanctioning of workplace harassment, sexual harassment, and violence in the workplace (the “Law”).
The Law emphasizes the importance of building work relationships free from violence and gender discrimination and identifies sexual harassment, workplace harassment, and workplace violence as behaviors contrary to dignified treatment.

Regarding these behaviors, the Law establishes employers’ obligation to prevent, investigate, and sanction them.

Regarding the first obligation, the Law requires the creation of a prevention protocol that includes risk identification and assessment, staff training, and the protection of privacy during investigation processes. This protocol must be part of the company’s Internal Regulations on Order, Hygiene, and Safety (“RIOHS”).

Additionally, the Law mandates the implementation of a specific investigation procedure for these behaviors, which includes the protective actions and sanctions to be applied. This procedure must be part of the RIOHS, as well as having a designated reporting channel.

We invite you to review the document prepared by Constanza Ríos, Director of Lembeye’s Labor Area here.