Ley Karin: what it requires today, and what the 2026 changes alter
Ley 21.643 (Ley Karin) — workplace harassment, sexual harassment and violence at work, Chile · Updated: julio de 2026
What is it, and what does it require of you?
Ley Karin (Ley 21.643, in force since 1 August 2024) requires every Chilean employer — with no minimum headcount — to have a protocol for preventing workplace and sexual harassment and violence, and to investigate reports within deadlines and with safeguards. In its first 5 months Chile's labour inspectorate issued 993 fines and carried out 2,117 inspections.
Who does it apply to?
To every employer in Chile, public and private, from the first worker. The company must prevent (protocol, information, training), receive reports, take immediate protective measures, and investigate confidentially and on time — or refer the case to the labour inspectorate.
Key dates
See also the Spain–Latin America compliance calendar.
Penalties
Compliance checklist
- Keep the prevention protocol current, communicated, and with proof of receipt from every worker.
- Set up an internal reporting channel with logging, confidentiality and traceability.
- Apply immediate protective measures on receiving a report (separating the parties, psychological support).
- Investigate to deadline and leave a file: timeline, interviews, conclusions and measures.
- Train managers in prevention and conflict handling: the 2026 admissibility filter will send back to the company anything that isn't harassment.
- Measure and document: whatever the inspectorate sends back has to be resolved internally — and evidenced.
- A Ley Karin reporting channel with anonymity, logging and watched deadlines.
- An investigation file with a timeline, protective measures and dated evidence.
- Protocol and training with individual proof of receipt.
- Solid internal handling for the 2026 scenario: when the inspectorate filters cases and sends them back, your company resolves them — and proves it.
Frequently asked questions
Which companies does Ley Karin apply to?
Every company and employer in Chile, with no minimum headcount. The duty to have a prevention protocol and to investigate reports has applied since 1 August 2024.
What changes with the 2026 adjustments?
Chile's labour ministry is preparing an admissibility filter for reports that don't amount to harassment or violence (a significant share of cases filed are everyday management disputes) and has withdrawn an implementing decree to refine it. The practical consequence: more disputes will be handled INSIDE the company, which will need a protocol, deadlines and evidence.
How many penalties have there been under Ley Karin?
In its first five months in force, the labour inspectorate issued 993 fines and carried out 2,117 inspections.
Is having the protocol in writing enough?
No. The company must be able to show it was communicated and received by each worker, that the channel works, that protective measures were applied, and that investigation files met their deadlines. Paper with no evidence of operation is exactly what inspections penalise.
For information only — this is not legal advice. Check dates and thresholds with your adviser.