New requirements regarding policies against harassment and other forms of workplace violence

Law No. 14,457, of September 21, 2022, has established numerous obligations that employers must fulfill in order to prevent sexual harassment and other forms of workplace violence, as well as to ensure a safe and healthy working environment that encourages the development of women’s careers.

Companies had 180 days to implement the measures provided for in Law No. 14,457. Such deadline will expire in March 21, 2023.

The new obligations include:

• Review of internal procedures to investigate complaints against harassment and other forms of violence.

• Review and development of a code of conduct and/or internal policies in order to provide for incidents involving sexual harassment and other forms of violence.

• Development and carrying out of training events aimed at educating employees in regard to topics relating to violence, harassment, equality and diversity in the workplace.

• Development and carrying out of training events specifically designed to prevent and battle sexual harassment and other forms of workplace violence, aimed at members of the Internal Commission for Accident Prevention (CIPA) and all employees of the company.

Failure to comply with such requirements can potentially expose companies to penalties before labor authorities and increase liability of the company and its partners and officers in the event of such incidents.

Demarest’s Labor and Employment practice area is available to provide any further clarifications that may be necessary and assist in the carrying out of the new requirements established by Law No. 14,457.