In brief
On 15 January 2026, Mexico took an important step to strengthen workplace equality and safety. President Claudia Sheinbaum enacted a federal decree amending multiple statutes, including the Federal Labor Law and laws on equality, health, education, and social protection.
Together, these reforms align and reinforce the national legal framework on equality, non‑discrimination, and the right to a workplace free from violence, with particular emphasis on gender equality and the prevention of violence against women.
Effective 16 January 2026, employers are now required to provide training to all employees on preventing and eradicating violence against women in the workplace, establishing shared responsibility between employers and workers.
Recommended actions
In light of these developments, employers must undertake the following key actions:
- Review and update internal policies: Ensure that Protocol to Prevent Gender Discrimination and Address Cases of Violence and Sexual Harassment or Abuse, Psychosocial Risk Factors Policy, internal labor regulations, codes of conduct, and related policies explicitly incorporate principles of equality, non‑discrimination, and violence‑free workplaces, including the prevention of gender‑based violence. Confirm that policies are effectively communicated, understood, and applied across the organization.
- Implement or update periodical trainings: Ensure that training on prevention and eradication of violence, specifically against women, is delivered regularly and in a structured manner, and supported by clear documentation that records participation, content, and training frequency.
- Establish or validate a joint implementation committee: Consider establishing, or confirming the effective functioning of, a joint employer-employee committee responsible for supporting the implementation and oversight of the Protocol and other related policies, as well as the delivery of training on the prevention and eradication of violence against women.
- Assess reporting and investigation mechanisms: Verify and effectively communicate to employees about reporting channels, ensuring they are accessible, trusted, and confidential.
- Review investigation processes: Verify that investigations are conducted consistently and impartially, in accordance with the Protocol and the Committee’s oversight structure and that corrective measures are proportionate, properly documented, and effectively implemented.
In more detail
Policies that are not actively communicated or supported by regular, documented training may be considered insufficient, exposing employers to administrative fines imposed by the Labor Ministry ranging approximately from MXN 29,000 to MXN 586,000 and to increased employee claims for discrimination and workplace harassment.
For specific advice on this development please contact our Employment and Compensation team.
Access the full content of the decree.
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Marjorie Simon Alva, Law Clerk, has contributed to this legal update.