Economic crime
White-collar crime
Criminal advice and defense in economic and corporate crime: internal investigations, criminal complaints, and defense of executives and of the company itself as a legal entity.
Ley Karin and employment compliance
Protocols, procedures and training to comply with Law 21.643 and to handle harassment and workplace violence complaints rigorously and with due process.
Employer obligations
Ley Karin placed an active duty of prevention on employers: reacting to complaints is not enough; they must assess risk, inform, train and have a procedure that works.
- Prevention protocol
Identification of psychosocial risks, preventive measures and communication across the organisation.
- Investigation procedure
Included in the internal regulations, with a reporting channel, deadlines, protective measures and guarantees for the parties.
- Information and training
Regular information to employees about their rights and the available channels.
- Measures and sanctions
Application of the measures resulting from the investigation and follow-up of their implementation.
Our service
Integrated with the company's wider compliance program: one well-designed reporting channel can serve several regulatory frameworks.
Assessment
Compliance status
- Review of internal regulations and protocols
- Assessment of reporting channels
- Identification of legal gaps
- Alignment report
Implementation
Protocol and procedure
- Prevention protocol
- Investigation and sanctioning procedure
- Update of internal regulations
- Training for managers and staff
Support
Complaint handling
- Advice on specific investigations
- Protective measures
- Application of measures and sanctions
- Updates on Labour Directorate guidance
Frequently asked questions
When did Ley Karin take effect?
Law 21.643 entered into force on 1 August 2024. It amended the Labour Code and other rules on the prevention, investigation and sanctioning of workplace harassment, sexual harassment and violence at work.
Must every company have a prevention protocol?
Yes. Every employer, regardless of size, must have a protocol for preventing workplace harassment, sexual harassment and violence at work, and include the investigation and sanctioning procedure in its internal regulations.
Who investigates a complaint?
The employer may investigate internally or refer the complaint to the Labour Directorate. If it investigates, it must do so within the legal deadlines, with a gender perspective, ensuring confidentiality, impartiality and the adoption of protective measures.
Can you support a specific investigation?
Yes. We advise employers on conducting investigations, adopting protective measures and applying the resulting measures or sanctions, safeguarding due process for all parties.
Let's talk about your matter before it becomes a problem.
A 30-minute initial video call to understand the situation, identify the main risks and explain which course of action makes sense. No commitment, and fully confidential.
Other practice areas
Law 20.393 · Compliance
Crime Prevention Model
Design, implementation and updating of corporate Crime Prevention Models under Law 20.393, as amended by the Economic Crimes Law (Law 21.595).
Law 21.719
Personal data protection
Compliance with Chile's new data protection law: records of processing, lawful bases, policies, processor agreements, data subject rights and breach management.
Corporate
Corporate law
Company, contract and corporate governance advice as an outsourced legal department: entities, contracts, conflicts of interest and counterparty due diligence.
SMEs
Legal advice for SMEs
Compliance scaled to the real size of the business: assessment, priorities and a work plan with a defined scope and fixed fees.