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Laws change from country to country; the standard of a serious investigation does not. IEC operates under each jurisdiction’s framework with one methodology and bilingual output.
Mexico’s workplace-violence reform aligns the LFT with ILO Convention 190 and expressly incorporates mobbing, cyber-harassment and discrimination. NOM-035 requires identifying and preventing psychosocial risks; Article 132 mandates prevention protocols; training must be certificate-backed to hold up in court. IEC runs the full cycle under Mexican labor law, and prepares nearshoring companies for the dual standard their headquarters expect.
The Karin Law (21,643) requires every employer (no exemption by size) to maintain a prevention protocol and investigate harassment and violence complaints under strict deadlines and a regulated procedure, supervised by the Labor Directorate. It is the region’s clearest mandatory demand, and where most case files fail, on missed deadlines, questionable impartiality or insufficient documentation.
Law 2365 of 2024 establishes specific procedures for preventing, handling and investigating workplace sexual harassment, with confidentiality, non-revictimization and anti-retaliation standards, building on Law 1010 on workplace harassment. Coexistence committees rarely have real investigative capacity; IEC provides it without displacing their legal role.
Law 27942 and its regulations require employers to investigate sexual harassment under defined deadlines, with victim-protection measures and notice to the Ministry of Labor. Missing deadlines and formalities is the most frequent failure, and the most expensive one under SUNAFIL inspection.
Bilingual output for headquarters, regional committees and corporate audit
A single methodology (ICHR™) adapted to each country’s procedure
The same triage commitment across the region
The Professional package covers up to three jurisdictions with living protocols and a single committee dashboard. Enterprise covers the region.
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