Legal Alert: “Karin Law” and New Reporting Obligation (Law No. 21,643)
Date of publication: January 15, 2024
Author: Cristián Vásquez – Alvarez Abogados
On January 15, 2024, Law No. 21,643, known as the “Karin Law”, was published in the Official Gazette. It introduces significant reforms regarding sexual harassment, workplace harassment, and violence at work, imposing new obligations on employers to prevent, investigate, and report complaints.
Key amendments introduced by the law
- Sexual harassment
- Incorporates a gender perspective as a guiding principle in employment relations and internal investigations.
- Workplace harassment
- Eliminates the requirement of repeated conduct; a single serious act may now constitute harassment.
- Workplace violence
- Establishes a legal definition of workplace violence, including acts committed by third parties.
Employer obligations
- Companies must implement a single comprehensive protocol covering sexual harassment, workplace harassment, and violence.
- Employers must inform employees every six months about available reporting channels.
- Employers are required to provide training and take immediate protective measures upon receiving a complaint.
- Verbal complaints are now valid to initiate investigations.
- Immediate protective actions must be taken after the complaint is received.
New reporting duty to risk insurance agencies
Since April 15, 2025, employers are required to report all harassment or violence complaints—whether received directly or via the Labor Directorate—to their occupational risk insurance administrator (ACHS, Mutual, ISL, or IST).
- Reports must be filed within five business days of becoming aware of the complaint.
- All information must be submitted through the secure online platform provided by the insurance administrator, ensuring confidentiality of the parties involved.
Effective date
The Karin Law took effect on July 1, 2024, while the new reporting obligation came into force on April 15, 2025.
Recommendation:
Employers should update their internal policies and protocols and train managers and HR teams to ensure compliance with the Karin Law’s preventive, investigative, and reporting requirements.
For assistance implementing Law No. 21,643, please contact Alvarez Abogados.