Companies are required to implement a reporting channel against harassment

In the current landscape, ensuring a safe and respectful work environment has become an undeniable priority. In this context, companies with Internal Commission for Accident Prevention (CIPA) play a fundamental role in promoting safety and combating harassment in the workplace.

And CIPA is mandatory for companies that have twenty or more employees or have activities that involve a permanent risk of accidents. From now on, the commissions will also be responsible for ensuring the emotional safety of their employees.

“With the recent legislation, such as Law No. 14,457, of September 21, 2022, which amends the Consolidation of Labor Laws (CLT) and establishes the Emprega + Mulheres program, these companies now have the obligation to implement specific actions to prevent harassment and establish effective reporting channels,” explains Mayra Regetz, partner at the Compliance Institute of Espírito Santo (ICES).

The new regulation requires companies with the commission to adopt proactive measures to prevent harassment in the workplace. This includes implementing clear policies and guidelines that promote a safe and respectful work environment for all employees.

It is up to companies to provide regular training on the subject, raising awareness among employees about harassment and its consequences, as well as about the procedures for reporting incidents.

One of the key points of the new legislation is the obligation for companies with CIPA to establish accessible and effective reporting channels. These channels are essential to ensure that workers feel safe to report cases of harassment or inappropriate behavior without fear of retaliation. “However, companies must ensure confidentiality and impartiality in handling reports, ensuring that all complaints are investigated appropriately and transparently,” reminds Aretusa Araújo, also a partner at ICES.

By implementing harassment prevention actions and establishing reporting channels, companies and their commissions not only fulfill their legal obligations but also contribute to building an organizational culture based on respect and diversity. These initiatives not only protect workers from inappropriate behaviors but also promote a healthier and more productive work environment for everyone.

In addition, other actions are proposed by the new legislation. Among them are:

• Flexibility of working hours for mothers and fathers with children up to 6 years old or who have disabilities;
• Encouragement of training and professional advancement for women;
• Support for returning to work after the end of maternity leave.

Thus, the new legislation that requires companies with CIPA to implement harassment prevention actions and establish reporting channels represents an important advance in ensuring the safety and well-being of workers. And by promoting an organizational culture of respect and diversity, these companies not only fulfill their legal responsibilities but also contribute to building a fairer, more inclusive, and welcoming work environment for all.

Our compliance consultancy is committed to providing comprehensive support and effective solutions to ensure that our clients operate ethically, legally, and sustainably. Through tailored in-company training on harassment prevention, understanding and alignment of Corporate Governance practices, ESG, and communication and behavior in the workplace. Learn more at https://www.instagram.com/institutodecompliancedoes/