La Ley Karin Chile, tiene como objetivo prevenir, investigar y sancionar el acoso laboral, sexual y la violencia en el trabajo, en honor a Karin Salgado, quien se suicidó tras sufrir acoso laboral.
Ahora, ¿que implica la Ley Karin para las empresas? Esta ley introduce cambios significativos en la legislación laboral chilena, enfocándose en la prevención y el establecimiento de ambientes de trabajo seguros y respetuosos.

Sigamos leyendo para conocer sobre qué es la Ley Karin y todos sus detalles.
¿Qué es la Ley Karin?
La Ley Karin modifica el Código del Trabajo y otras normativas para fortalecer las medidas contra el acoso laboral y sexual, así como la violencia y el hostigamiento laboral, en las empresas y espacios de trabajo.
Esto quiere decir que la Ley Karin Chile establece la obligación para empresas y organismos estatales de contar con un protocolo de prevención del acoso laboral y sexual y la violencia en el trabajo. Este enfoque preventivo busca garantizar entornos laborales seguros y promover el respeto a la dignidad de todas las personas en el trabajo.
Así entonces, cada vez que surja la pregunta de ¿cuál es la Ley Karin?, puedes responder, muy resumidamente, que es la ley que aborda el acoso laboral en Chile.
Ahora ojo, que algunas personas, para referirse a la Ley Karin, dicen Ley del trabajo. Esto no es lo adecuado, ya que existen muchas leyes laborales, y puede generar confusión.
¿Cuándo se creó la ley de acoso Ley Karin?
El proyecto de ley, conocido como Ley Karin o Ley Karin acoso laboral, fue presentado por la diputada Erika Olivera el 13 de junio de 2022, inspirado por el caso de Karin Salgado, quien se quitó la vida en noviembre de 2019 tras ser víctima de acoso laboral.
Su suicidio y las circunstancias que lo rodearon evidenciaron la necesidad de una legislación más robusta contra el acoso laboral en Chile.
¿Cuándo empieza a regir la Ley Karin en Chile?
Es muy importante saber cuándo empieza a regir la Ley Karin en Chile. Bueno, la Ley Karin comenzó a regir en agosto de 2024, aplicándose tanto en el sector público como en el privado.
Esto permitirá tiempo para que las organizaciones se adapten a los nuevos requerimientos y establezcan los protocolos necesarios para prevenir el acoso y la violencia en el trabajo.
Detalles importantes de la Ley Karin
Para las organizaciones que están preparándose para cuando empiece a regir la Ley Karin o Ley 21.643, puede consultar lo detalles en el link de Ley Karin Diario Oficial.
Sin embargo, nosotros hemos querido resumir algunos detalles importantes sobre la Ley Karin. Conócelos a continuación.
Prevención y sanción
La Ley Karin enfatiza la prevención del acoso y la violencia laboral, exigiendo a los empleadores implementar protocolos específicos. Además, detalla procedimientos de investigación y sanción para las conductas de acoso, asegurando un proceso justo y eficiente.
Enfoque de género
El objetivo de la Ley Karin está en sintonía con un enfoque de género, asegurando que las relaciones laborales deben fundarse en un trato libre de violencia, compatible con la dignidad de la persona y con, por supuesto, perspectiva de género, promoviendo la igualdad y la erradicación de la discriminación.
Obligaciones para las empresas
Si dentro de una organización, pública o privada, se hace uso de la Ley Karin, las empresas deben informar tanto al denunciante como al denunciado sobre las medidas o sanciones tomadas, en un plazo de 15 días tras la conclusión de la investigación. Si se identifica un delito, deben notificar al Ministerio Público dentro de las 48 horas.
No cabe duda que la Ley Karin acoso laboral, representa un paso significativo para mejorar la seguridad y el respeto en los entornos laborales en Chile, asegurando que las personas colaboradoras estén protegidos contra el acoso sexual y la violencia, y promoviendo una cultura laboral basada en el respeto mutuo y la dignidad.
¿Cómo prepararse para la Ley Karin?
Las empresas pueden prevenir el acoso sexual y violencia en sus espacios de trabajo, tomando acciones de prevención que permitirá disminuir las probabilidades de que tengan que recurrir a la Ley Karin por algún tipo de acoso laboral.
¿Cómo?
Generando acciones que apunten hacia la Norma NCh 3262 y temáticas de Diversidad, Equidad e Inclusión (DEI).
Lo interesante, es que nosotros tenemos un artículo completo sobre esa norma y lo puedes leer aquí. También, puedes conocer nuestro servicio de temáticas DEI.
¡Revisa nuestro webinar!
Si quieres conocer más a fondo sobre cómo implementar la Ley Karin en tu organización, dale play a nuestro webinar. Abordamos la debida diligencia en Derechos Humanos y las responsabilidades corporativas en un contexto normativo actual, con un enfoque especial en la Ley Karin y sus repercusiones en la legislación laboral.
Este webinar se realizó junto a Flores Acevedo Abogados, expertos en derecho laboral y regulatorio.
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