New Obligations to Prevent Workplace Violence Against Women in Mexico

Overview of the Reform

On January 15, 2026, a decree was published in Mexico’s Official Gazette that introduced reforms to several laws, including the Federal Labor Law, to address workplace violence and discrimination against women. These reforms became effective on January 16, 2026 and create new obligations for both employers and employees to foster a safe and respectful work environment. The changes support broader national and international commitments to eliminate gender‑based violence in the workplace.

Core Employer Obligations

The key elements of the reform focus on gender equality, prevention of violence, and eliminating discriminatory practices at work. Employers now have explicit obligations to:

• Support a workplace free from discrimination and violence against women.
• Provide training aimed at preventing and eliminating violence and harassment.
• Promote substantive gender equality as part of workplace practices.

These employer responsibilities reinforce the importance of embedding anti‑violence practices into everyday HR processes, workplace culture, and compliance frameworks. Employers may need to enhance internal policies and ensure training is documented and regularly updated.

Training and Awareness Programs

Under the new obligations, employers must provide training for employees that focuses on preventing and addressing violence against women. Training programs should cover topics such as identifying gender‑based violence, understanding reporting procedures, and promoting respectful workplace behaviour. Practical awareness and education are considered key tools to reduce incidents of discrimination, harassment, and gender‑based violence.

A strong training program also helps organisations demonstrate good faith in compliance and supports a safer workplace culture where employees are informed about their rights and responsibilities.

International Context and Standards

Mexico has ratified the International Labour Organization’s Convention 190 on Violence and Harassment in the World of Work, which entered into effect locally following ratification by the Senate. This Convention defines workplace violence and harassment to include gender‑based violence and requires preventive measures, protective policies, and employer‑led training. These international standards have influenced recent reforms and underscore the emphasis on proactive prevention and respectful work environments.

Practical Steps for Employers

To align with the new obligations, organisations should consider the following actions:

• Review and update internal anti‑violence and anti‑discrimination policies to reflect legal changes.
• Establish or strengthen training programs on violence prevention and gender equality for all staff.
• Ensure clear reporting channels exist for employees to voice concerns confidentially and safely.
• Document training attendance and policy acknowledgements for compliance purposes.
• Assess workplace culture and address systemic issues that may contribute to unsafe environments.

Conclusion

Mexico’s new obligations to prevent workplace violence against women reflect a broader commitment to gender equality and a safe work environment. Employers with staff based in Mexico, including remote employees, should take steps to assess and update their policies, training, and reporting systems to ensure compliance with the new legal framework.

Partnering with an Employer of Record such as Tarmack can help organisations align employment policies, training programmes, and compliance practices with evolving statutory requirements while maintaining a focus on business objectives.