On January 15, 2026, a Decree was published in the Official Gazette of the Federation amending several provisions of the Federal Labor Law (LFT) in order to strengthen the principles of decent work, substantive equality, non-discrimination and prevention of violence in the workplace.
Although at first glance it may seem a conceptual adjustment, in practice the reform raises the standard of compliance required of employers and will have a direct impact on the operation of Human Resources, Compliance and Legal Management, by imposing preventive, documentary and verifiable duties.
In this new framework, it is no longer sufficient to comply with minimum benefits: companies must actively demonstrate that they have safe, respectful and discrimination-free work environments.
What changes with the 2026 labor reform?
Decent work as an integral obligation (arts. 2 and 3 LFT)
The concept of decent work is reinforced, establishing that it is not limited to wages and benefits, but includes:
- Respect for human dignity
- Violence-free work environments
- Equal treatment and opportunities
- Prohibition of any form of discrimination
Involvement: compliance ceases to be only formal or contractual and becomes a structural duty on the culture and work environment.
Express duty to prevent discrimination and violence (art. 16 LFT)
It incorporates the obligation of employers to actively contribute to the prevention, attention and eradication of discrimination and violence, with emphasis on violence against women.
This involves concrete and demonstrable measures, such as:
- Clear internal policies
- Reporting and investigation protocols
- Mechanisms for handling complaints
- Periodic training
- Documented preventive actions
Implication: it is not enough to react; the authority will demand evidence of prevention.
Substantive equality in working conditions (art. 56 LFT)
It is specified that working conditions cannot generate, directly or indirectly, discriminatory differences or hostile environments.
This impacts key processes such as:
- Recruitment and hiring
- Promotions and evaluations
- Training
- Benefits and working conditions
- Terminations
Involvement: increased scrutiny of HR criteria and decisions.
Immediate entry into force
The reforms came into effect on the same day of their publication (January 15, 2026), and are therefore already enforceable.
The Ministry of Labor and Social Welfare may verify compliance by means of:
- Labor inspections
- Information requirements
- Administrative procedures
Non-compliance risks for companies
Failure to have adequate policies and controls in place can lead to:
⚠️ Administrative fines
⚠️ Observations in inspections
⚠️ Labor conflicts and internal grievances
⚠️ Lawsuits for discrimination or violence
⚠️ Reputational damage
In addition, the lack of documentary evidence (training, protocols, care records) becomes a critical risk factor.
What should companies do now?
We recommend a comprehensive preventive check-up, including:
✔️ Update internal policies and codes of conduct
✔️ Modify internal work regulations
✔️ Implement protocols for attention and complaints
✔️ Train leaders and middle management
✔️ Document actions and evidence of compliance
✔️ Audit Human Resources processes with an equality focus
The objective is not only to comply with the standard, but also to reduce labor contingencies and strengthen the organizational culture.
How can we support them?
At Vega, Guerrero & Asociados, our Labor Law and Social Security team assists companies in:
- Labor compliance diagnostics
- Design of policies and protocols
- Staff and leadership training
- Implementation of preventive programs
- Accompanying inspections and audits
A preventive approach today can avoid sanctions and litigation tomorrow.
Contact us to evaluate the impact of this reform on your company.
