Karin Law: keys to safe working environments

Why is the Karin Law back at the centre of the debate?

More than 66,000 complaints since the Karin Act came into force show that harassment and workplace violence are still a structural reality in the workplace.

What is the Karin Law?

The Karin Act seeks to ensure safe and harassment-free working environments by reinforcing the obligation to prevent harassment and violence at work. To this end, it improves the processes for investigating sexual harassment and expressly incorporates workplace harassment and violence into the regulation.

Key concepts to be aware of:

• Harassment at work.
• Sexual harassment.
• Violence at work.
• Gender perspective.

Key measures of the Karin Law:

• Define what is meant by harassment at work, sexual harassment and violence at work, incorporating the gender perspective.
• Obligation for companies and public bodies to have protocols for the prevention of harassment and violence at work.
• Strengthen the role of the TD and the Comptroller's Office in the investigation of complaints.
• Establish clear procedures for complaints and investigation, based on confidentiality, impartiality and speed.
• Have immediate safeguards in place.
• Establishes deadlines and sanctions in case of proven harassment or violence at work.

Employer obligations:

• Actively prevent situations of harassment and violence.
• Regularly inform and train teams.
• Act in a timely manner in response to complaints.
• Avoid retaliation and protect confidentiality.

Risks of non-compliance: 

• Legal and administrative sanctions.
• Reputational damage.
• Negative impact on the working environment.

The Karin Law is not just reaction, it is prevention.

Today, more than ever, organisations must review their protocols and reinforce a work culture based on respect and dignity.