The Senate is moving forward with a reform that, if enacted, will require employers to adopt new measures against labor violence. The ruling approved by the Labor and Social Welfare Committee redefines this concept to expressly include verbal, written, physical and symbolic expressions that affect the dignity, safety or mental health of workers.
What does the opinion propose?
The Labor and Social Welfare Commission approved amendments to Articles 3°, 132 and 133 of the Federal Labor Law, in order to incorporate a broader concept of labor violence and establish new obligations to prevent it. The following points stand out:
- New legal definition of labor violence: It shall be understood as any act or omission that, by action or omission, damages the physical, psychological, sexual or economic integrity of the worker, including verbal, written, physical or symbolic expressions.
- Reinforced employer obligations: It is established that the employer must prevent and sanction labor violence in all its forms, in addition to guaranteeing safe and respectful workplaces.
- Explicit prohibition: Employers are expressly prohibited from engaging in or permitting acts of workplace violence against any worker.
Practical implications for companies
Although the ruling has yet to pass through the Plenary of the Senate and subsequently through the Chamber of Deputies, its content anticipates possible new obligations for employers in Mexico. In particular, it will be advisable:
- Review and update the Internal Work Regulations, incorporating definitions, procedures and specific sanctions in cases of violence.
- Train middle and senior management to prevent expressions that may be considered symbolic or psychological.
- Strengthen internal whistleblower channels and service protocols, given that the aim is to prevent verbal or written expressions that violate dignity.
This ruling was approved by the Senate Labor and Social Welfare Committee, but has not yet been discussed or voted by the Senate Plenary, and if applicable, it should be sent to the Chamber of Deputies. Therefore, it is not in force.
At Vega, Guerrero & Asociados we can help you review your internal policies, regulations and protocols to align your work environment with current legislative changes. Contact us to anticipate compliance.
