Ley Karin Compliance & Training in Chile

What Ley Karin requires from employers

Law 21.643, known as Ley Karin, has been in force since 1 August 2024. It amended the Código del Trabajo to require employers to prevent and sanction sexual harassment, workplace harassment (acoso laboral) and workplace violence, including violence by third parties such as customers or suppliers. Employers of any size must adopt a prevention protocol, and companies with ten or more workers must reflect it in their internal regulations (Reglamento Interno de Orden, Higiene y Seguridad).

This page is for the company side. If you are an employee who needs to understand your rights, see our page on workplace harassment under Ley Karin. For foreign groups with Chilean subsidiaries, the common mistake is to assume that a global code of conduct covers the requirement. It does not. The protocol has to follow the guidance of the Superintendencia de Seguridad Social (SUSESO) and of the insurer that administers the Law 16.744 workplace accident scheme, be in Spanish, be accessible to workers and be tied to a concrete investigation procedure.

What we handle

Training: three audiences, three purposes

Employer training under Ley Karin is not one generic video. Workers need to understand what conduct is prohibited and how to report. Managers need to recognize risk factors, avoid retaliation and give first support to an affected person without prejudging the facts. HR staff and investigators need to understand the procedure, deadlines and evidence rules. We prepare separate sessions in English or Spanish, adapted to the company's sector and structure, and we keep the attendance records, materials and evaluations that show the company did what it says.

Training is a recurring obligation, not a one-time event. New hires, new managers and changes in the protocol all call for refreshers. A company that trained everyone in 2024 and never updated anything is likely to be in a weak position after a complaint.

The complaint procedure and its clock

Complaints may be made in writing or verbally, and the employer cannot refuse to receive one. Once a complaint arrives, protective measures must be considered immediately, such as separating the people involved or redistributing working hours. The employer must within a few days either open an internal investigation or send the case to the Dirección del Trabajo. An internal investigation must be written, confidential, impartial and give both sides a chance to be heard, and it must be completed within thirty days, after which the conclusions go to the labor inspectorate for its own pronouncement.

Typical failures are an investigator who is not independent, no record of protective measures, delays caused by uncertainty over who decides, and a report that does not apply the legal definitions. These failures can generate their own liability, including claims by the complainant and fines. Employers also need a six-monthly reporting routine on complaint channels. Because the rules are administered through resolutions and guidance that change, we confirm the current requirements before advising.