How to comply with the Karin Law with training and evidence
A guide for HR, risk prevention and training teams in Chile: what Law 21.643 requires, what training means under the law and according to SUSESO, and how to prove it person by person.
- What the protocol must contain
- What training means under the law
- Evidence for each person, exportable
- Difficult-conversation practice for supervisors
Updated 2026-10-24
How do you comply with Chile's Karin Law through training?
The Karin Law (Law 21.643, in force since August 1, 2024) requires every employer in Chile to have a protocol for the prevention of sexual harassment, workplace harassment and violence at work. Under Article 211-A of the Labor Code, that protocol must include measures to properly inform and train workers about the identified and assessed risks and about the prevention and protection measures. SUSESO (Chile's Social Security Superintendency), in its Circular 3813, states that this training must be carried out periodically and cover all workers, including managers and executives.
In practice, complying through training means making the protocol known to everyone with proof that they received it, training with attendance records and assessment, repeating the training over time, communicating the complaint channels every six months and being able to prove all of this in a labor inspection.
Clikma keeps that evidence for each person: the signed read acknowledgment of the protocol and the internal regulations, the course with assessment and certificate, attendance at in-person talks, reminders to those who have not completed it and exportable reports. The protocol, the complaint channels and the investigation remain the company's responsibility.
- 2024
- year the Karin Law came into force, on August 1
- 5
- minimum contents of the prevention protocol
- 3 days
- to start the investigation or refer it to the Labor Inspectorate
- 30 days
- to conclude the investigation
What the Karin Law requires
Law 21.643 amended the Labor Code and other laws on the prevention, investigation and punishment of workplace harassment, sexual harassment and violence at work.
| Item | What the protocol must include |
|---|---|
| a) | Identify hazards and assess psychosocial risks, with a gender perspective. |
| b) | Measures to prevent and control those risks, with measurable objectives. |
| c) | Measures to properly inform and train workers about the identified and assessed risks and the prevention and protection measures. |
| d) | Prevention measures according to the nature of the services provided. |
| e) | Measures to safeguard the privacy and honor of those involved, and measures for dealing with inconsistent complaints. |
A prevention protocol
Every employer must draw it up and make it available to its workers, with the minimum content of Article 211-A of the Labor Code.
An investigation procedure
The employer investigates or refers the complaint to the Labor Inspectorate within 3 days; the investigation must conclude within 30 days. Supreme Decree 21 of 2024 sets the guidelines for that investigation.
Information on complaint channels
The company must communicate, every six months, the channels it maintains to receive complaints.
Technical assistance
The administering bodies of Law 16.744 provide technical assistance to employers, following SUSESO guidelines.
What training means under the Karin Law
The law requires informing and training, but does not set a frequency or a duration. SUSESO, in the guidelines of its Circular 3813, states that training must always be carried out periodically and reach all workers, including managers and executives.
Everyone knows the protocol
With proof that each person received and read it.
Training with content and assessment
On the risks identified in the company and the prevention and protection measures, with an assessment that shows what was learned.
Supervisors and executives included
Those who lead teams are the first to detect and contain a conflict.
Repetition over time
The training is repeated periodically and updated when the risks or the protocol change.
How Clikma keeps the evidence, person by person
In a labor inspection, the question is not whether there was a talk, but who received it, when, how long it lasted and with what result.
Read acknowledgment for policies and internal regulations
The employee signs the protocol and the internal regulations when they pass the content, with a photo of their ID card and a record of who signed.
Internal communications with a read report
To communicate the protocol and the complaint channels, with a report of who read it.
Automatic assignment by job role, area or location
The course reaches everyone, including those who join later.
QR code attendance
At the in-person talk, attendance is recorded for each person.
Certificate validity and expiration
The certificate expires and the platform gives notice when the training must be repeated.
Exportable compliance audit trail
The history is exported for a labor inspection or an audit.
Practicing difficult conversations
Prevention also means knowing what to say. With Your Mentor, supervisors and teams rehearse by voice, with an AI character, how to receive a complaint, how to contain a conflict or how to give difficult feedback, and they receive feedback by competency.
AI voice roleplay
The person talks by voice with an AI character to rehearse a leadership conversation.
Roleplay scenarios created by your company
Each scenario uses the company's protocol and documents as knowledge.
Anonymous and no-login surveys
To hear how the team experiences the work environment.
What the platform does not replace
A learning platform documents information and training, but does not replace the company's obligations.
The protocol
The company draws it up with its risk assessment, with technical assistance from its administering body if it requests it.
The complaint channels and the investigation
They are the company's responsibility and follow the procedure set out in the law and its regulations.
Legal advice
This guide summarizes the regulations; it is not legal advice.
Harassment prevention in other Latin American countries
Companies operating in several countries train according to each country's regulations. Some examples verified against official sources:
Peru
The regulations of the law on the prevention of sexual harassment (DS 014-2019-MIMP) require training at the start of the employment relationship and annual specialized training for HR and for those involved in the investigation.
Colombia
Resolution 3461 of 2025 of the Ministry of Labor calls for awareness activities on workplace harassment and training in conflict resolution.
Mexico
NOM-035-STPS-2018 calls for disseminating information to workers and for training and raising awareness among executives, managers and supervisors on the prevention of psychosocial risks.
Frequently asked questions
What is Chile's Karin Law?
Law 21.643, in force in Chile since August 1, 2024, which amended the Labor Code and other laws on the prevention, investigation and punishment of workplace harassment, sexual harassment and violence at work.
What does the Karin Law require from companies?
Having a prevention protocol with the minimum content of Article 211-A of the Labor Code and an investigation procedure, communicating the complaint channels every six months, and informing and training workers about the risks and the prevention measures.
Does the Karin Law require employee training?
Yes. The protocol must include measures to properly inform and train workers about the identified and assessed risks and about the prevention and protection measures.
How often is Karin Law training required?
The law does not set a frequency or a duration. SUSESO, in its Circular 3813, states that training must be carried out periodically and cover all workers, including managers and executives.
What is the deadline to investigate a Karin Law complaint?
The employer must start the investigation or refer it to the Labor Inspectorate within 3 days, and the investigation must conclude within 30 days.
How do you prove Karin Law training in a labor inspection?
With records for each person: who received and signed the protocol, who attended each talk, who passed the course and when, how long it lasted and with what result. Clikma keeps that evidence and exports it.
Does Clikma replace the Karin Law protocol or the investigation procedure?
No. Clikma documents information and training; the protocol, the complaint channels and the investigation are the company's responsibility.
Official sources
- BCN: Law 21.643 (Karin Law)
- BCN Ley Fácil: Karin Law, sexual harassment, workplace harassment and violence at work
- SUSESO: Circular 3813 of 2024, technical assistance for the prevention of harassment and violence
- BCN: Supreme Decree 21 of 2024, regulations on investigations
- Mexico's Diario Oficial: NOM-035-STPS-2018
- Colombia: Resolution 3461 of 2025 of the Ministry of Labor
Next steps: how to get started with Clikma
If you are evaluating a platform to train, assess and measure your people, this is the usual path.
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Pilot run and ongoing support
Before opening it to the whole company, everything is checked and adjusted in a pilot run; after that, the Clikma team keeps supporting the operation.
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