Harassment and Workplace Violence Prevention Protocol (Protocolo de Prevención del Acoso Sexual, Laboral y Violencia — Ley Karin)

HARASSMENT AND WORKPLACE VIOLENCE PREVENTION PROTOCOL (PROTOCOLO DE PREVENCIÓN DEL ACOSO SEXUAL, LABORAL Y VIOLENCIA — LEY KARIN)

Business: Business (empresa) name Number of workers: Number of workers Approved on: Approved on

1. LEGAL BASIS 1.1. Under Article 211-A of the Código del Trabajo (CT), introduced by Ley 21.643 ("Ley Karin", in force since 01.08.2024) and its implementing Decreto Supremo 21/2024, EVERY employer — regardless of the number of workers — must maintain a written protocol for the prevention of sexual and workplace harassment (acoso sexual y laboral) and workplace violence. 1.2. ⚠️ For employers with fewer than 10 workers, this protocol is not embedded in a RIOHS (which is only mandatory from 10 workers, Art. 153 CT) — it must instead be communicated to all personnel and incorporated into the Reglamento de Higiene y Seguridad (Ley 16.744, Art. 67).

2. RISK IDENTIFICATION AND PREVENTION 2.1. Identification and assessment of psychosocial risks, with a gender perspective: Identification/assessment of psychosocial risks, gender perspective (identificación de riesgos) 2.2. Prevention measures, with measurable objectives: Prevention measures with measurable goals (medidas de prevención) 2.3. Training plan (capacitación) for all personnel: Training plan (capacitación)

3. COMPLAINTS CHANNEL AND PROTECTIVE MEASURES 3.1. Complaints channel (canal de denuncias): Complaints channel (canal de denuncias) 3.2. Immediate protective measures available to a complainant (medidas de resguardo): Immediate protective measures (medidas de resguardo)

4. ⚠️ INVESTIGATION PROCEDURE — DECRETO SUPREMO 21/2024 4.1. Procedure: Investigation procedure (procedimiento de investigación) — confidentiality and a gender perspective are mandatory throughout. 4.2. Statutory maximum investigation period: Investigation deadline (days) days. The report must be sent to the Dirección del Trabajo (DT); measures and sanctions must be applied within 15 business days of the report. 4.3. A smaller employer may instead refer the complaint directly to the Inspección del Trabajo for investigation — state that option here if adopted.

This protocol is reviewed periodically and communicated to all personnel. Approved by ______________ / on behalf of Business (empresa) name /

— — — ⚠️ This is a boilerplate template, not legal advice. Chilean labour, social-security, data-protection and consumer-protection law (the Código del Trabajo — CT — including its Article 9 written-form deadlines, Article 11 amendment rule, Article 154 No. 10 RIOHS-based sanctions, Articles 159–163 bis termination regime, Article 162 aviso de término formalities, Article 168 increased indemnización for a wrongly invoked causal, Article 177 finiquito/ratificación ante ministro de fe requirement, and Article 211-A Ley Karin mandate; Ley 21.327 — Registro Electrónico Laboral / Mi DT; Ley 21.361 — finiquito, 10-business-day deadline, "Ley Bustos"; Ley 21.561 — Ley de 40 horas, phased 45→44→42→40h; Ley 21.643 "Ley Karin" and its DS 21/2024 investigation procedure; Ley 16.744 and DS 44/2024 — gestión preventiva, in force since 01.02.2025; DS 977/96 — Reglamento Sanitario de los Alimentos; Ley 19.628 and its successor Ley 21.719 — protección de datos personales, fully in force from 01.12.2026, Agencia de Protección de Datos Personales; Ley 19.496 and Ley 21.398 — Ley del Consumidor / LPC — and DS 6/2021 — Reglamento de Comercio Electrónico; Ley 21.368 — plásticos de un solo uso, fully in force since 13.02.2026; and Ley 20.918 — propina sugerida) is highly procedural, tied to fixed statutory deadlines (e.g. 15 business days — 5 for obra/faena — to put a contract in writing and register it in Mi DT, 10 business days for a finiquito, 3 business days to send a copy of a termination letter to the Inspección del Trabajo, 30 days for a Ley Karin investigation) and to penalties denominated in UTM (Unidad Tributaria Mensual, re-indexed monthly by the SII), not in ingreso mínimo. ⚠️ ADDITIONAL CONTEXT TO VERIFY WITH YOUR ADVISORS: (1) the statutory workweek is being cut in stages under Ley 21.561 — 45h until 25.04.2024, 44h from 26.04.2024, 42h from 26.04.2026 (already in force), 40h from 26.04.2028 — confirm your contracts and anexos reflect the stage in force and that pay was not reduced; (2) Ley Karin (in force since 01.08.2024) requires EVERY employer, including a single-worker business, to have a written harassment-prevention protocol and investigation procedure — confirm yours is current with DS 21/2024; (3) DS 44/2024 replaced DS 40/1969 and DS 54/1969 on 01.02.2025 and offers simplified tools for employers with fewer than 25 workers, while the RIOHS itself is only mandatory from 10 workers (Art. 153 CT) — confirm which regime applies to you; (4) Ley 21.719 fully replaces Ley 19.628 from 01.12.2026 and creates the Agencia de Protección de Datos Personales, with fines up to 20,000 UTM (up to 4% of annual turnover on repeat breaches); empresas de menor tamaño (Ley 20.416) get a 12-month written-warning grace period from 12.2026 to 12.2027 — this is not a blanket exemption; (5) Ley 21.368 fully bans non-certified single-use plastics in dine-in service from 13.02.2026, with fines of 1–5 UTM PER ITEM handed out, enforced by municipalities; (6) boleta/factura electrónica, DTE and SII filings are issued through your accountant's (contador) authorised systems and are OUT OF SCOPE for this template — a contador is a de facto mandatory partner for any business with employees. This English text is a DRAFTING AID ONLY. It must be reviewed, translated into Spanish where required for validity/enforceability, and adapted by a Chilean labour/commercial lawyer (abogado) and accountant (contador) — and checked against current guidance from the Dirección del Trabajo (DT), the SEREMI de Salud, SERNAC and (from 01.12.2026) the Agencia de Protección de Datos Personales — before use.