Service
Ley Karin protocol
Law 21.643 obliges every employer, from one worker up, to keep a valid protocol even if no complaint has ever been filed.
What the law requires
- Written protocol for preventing workplace harassment, sexual harassment and violence at work, included in the internal regulations and known by all staff.
- Confidential and accessible complaint channel, written or electronic.
- Immediate safeguard measures for the complainant and an investigation procedure within the legal deadline (30 days), or referral to the Labour Directorate.
- Coordination with the mutual insurer for early psychological attention within 48 hours.
- Fines up to 60 UTM per infraction for companies with 50 or more workers; non-compliance also creates civil liability.
What we deliver
- Ley Karin protocol adapted to your company and an annex for the internal regulations.
- Complaint channel design and forms for intake, safeguards and investigation.
- Prevention policy and communication plan with attendance record.
- Training for supervisors and for the people who will investigate complaints.
- Link to the CEAL-SM psychosocial risk assessment.
Who it is for
Who it is for
- Every company, from one worker up.
- Hotels, restaurants, retail and services with heavy public contact.
- Principal companies that must verify their contractors’ compliance.
How we work
How we work
- 1
Diagnosis
We check what you have against the law’s regulation (Decree 21).
- 2
Implementation
We write the protocol, set up the channel and train.
- 3
Support
We help if a complaint arrives: safeguards, investigation and reporting to the authority.
FAQ
Common questions about this service
Does it apply to a 3-person family business?
Yes. Ley Karin applies to every employer regardless of size. What changes is the fine scale, not the obligation.
Can we investigate a complaint ourselves?
Yes, within 30 days and with a procedure that respects confidentiality, impartiality and a gender perspective. You may also refer the investigation to the Labour Directorate. In subcontracting cases the principal company investigates.
How does it relate to the psychosocial protocol?
DS 44 adds violence and harassment as risk factors in the IPER matrix, and the CEAL-SM questionnaire measures the work climate. A good Ley Karin programme uses both to prevent, not just to react.
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Let’s start with a free diagnosis
Tell us about your company and we will explain, at no cost, what the law requires in your case and how we solve it.