On January 15, 2026, an agreement was published in the Official Gazette of the Federation (Diario Oficial de la Federación – DOF), through which various legal provisions were amended, including the Federal Labor Law (Ley Federal del Trabajo – LFT), specifically Articles 2, 3, 16, and 56, with the purpose of strengthening access to decent and/or dignified work, substantive equality between women and men, and the obligation to guarantee work environments free from discrimination and violence against women, thereby promoting the fight against all forms of discrimination primarily based on sex or gender, fostering the empowerment of women and gender parity.
The reform expands the scope of the principles of substantive equality and violence-free environments, incorporating as essential elements of the employment relationship full respect for human rights, the prevention of violence, and shared responsibility between employees and employers in the creation of safe, dignified, and discrimination-free workplaces.
In this context, substantive equality must be understood as the adoption of effective and concrete measures aimed at correcting structural inequalities that have historically affected women in different areas of social life, including the workplace. Accordingly, employers must comply with the following obligations:
- Ensure that all employment relationships are conducted in an environment free from discrimination and violence, in accordance with the principles of dignified or decent work and respect for human rights.
- Ensure that working conditions are established under the principle of substantive equality between women and men, without unjustified distinctions or exclusionary or discriminatory practices.
- Prevent, address, and eradicate any form of workplace violence, with special emphasis on violence against women within companies and establishments.
- Provide mandatory training to personnel on the prevention and elimination of violence against women.
- Establish working conditions based on the principle of substantive equality between women and men, guaranteeing, in all cases, a work environment free from violence and discrimination in any of its manifestations.
Likewise, the amendment to Article 16 of the LFT introduces a joint obligation by establishing that both employees and employers must actively contribute to maintaining a work environment free from discrimination and violence against women, thereby reinforcing a preventive approach.
From a practical perspective, this reform raises compliance standards for companies by requiring not only the avoidance of discriminatory or violent conduct against women, but also the implementation of active prevention, training, and internal control measures. In this regard, non-compliance may result in significant labor, administrative, and reputational contingencies.
From a legal standpoint, the application of this reform highlights the importance of promoting and disseminating within society the understanding that sexual harassment and sexual abuse constitute forms of violence and criminal offenses, which may give rise to grounds for termination of employment and administrative sanctions.
Therefore, in order to anticipate compliance with the obligations set forth in this reform, it is advisable for employers to preliminarily implement the following measures:
- Design and implement internal policies on substantive equality between women and men, non-discrimination, and the prevention of workplace violence.
- Implement mandatory training programs for all personnel, focused on the prevention and elimination of violence against women.
- Identify and analyze psychosocial and organizational risks associated with the generation of hostile, discriminatory, or violent work environments against women.
- Strengthen internal reporting and response channels, ensuring confidentiality, impartiality, and effective follow-up.
The published Agreement also amends various provisions of the Social Security Law (Ley del Seguro Social), specifically Articles 2, 3, 111 A, and 202, reinforcing the concepts of equity and substantive equality between men and women, with emphasis on respect for human rights, dignified and equal treatment, non-discrimination, and the prevention of violence.
The Firm’s Labor Consulting Practice remains available to provide support in the review and adaptation of any document or the design of internal policies, as well as in the implementation of training programs and compliance strategies aligned with this reform.
It is important to note that this reform will enter into force as of January 16, 2026, the business day following its publication in the DOF.
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