1. Introduction

Workplace violence and harassment have received increasing attention from governments, international organizations, and employers due to their impact on workers’ health, dignity, and well-being.

At the international level, the adoption of the International Labour Organization’s Violence and Harassment Convention, 2019 (No. 190) promoted the strengthening of regulatory frameworks aimed at preventing and addressing violence and harassment in the world of work, influencing several reforms implemented across the region.

In Paraguay, this issue was first addressed through Ministry of Justice and Labour Resolution No. 472/2012, which was subsequently replaced by Ministry of Labour, Employment and Social Security Resolution No. 388/2019 and, more recently, by Resolution No. 195/2026.

Against this backdrop, this benchmark aims to identify how different jurisdictions across the region are addressing this issue, as well as the principal obligations and measures currently being implemented by employers.

Furthermore, considering the recent entry into force of Ministry of Labour, Employment and Social Security Resolution No. 195/2026, the analysis seeks to identify the key aspects that companies in Paraguay should consider in order to comply with the new provisions established by the Ministry of Labour, Employment and Social Security (MTESS).

1. Evolution of the Regulatory Framework in Paraguay

Protection against violence, harassment, and discrimination in the workplace is grounded in the National Constitution, particularly in the principles of equality and non-discrimination, as well as in every person’s right to work under dignified and fair conditions. The Labour Code also recognizes the employer’s duty to respect workers’ dignity and maintain appropriate working conditions.

Specific regulation in this area has evolved through various administrative provisions. Among them, Ministry of Justice and Labour Resolution No. 472/2012 introduced definitions of workplace violence, mobbing, and sexual harassment, while also establishing internal complaint and investigation procedures for companies.

Subsequently, Ministry of Labour, Employment and Social Security Resolution No. 388/2019 repealed the previous resolution and strengthened the institutional approach to this issue by creating the Office for the Assistance and Prevention of Workplace Violence and establishing a specific procedure for receiving and following up on complaints.

Finally, Ministry of Labour, Employment and Social Security Resolution No. 195/2026, subsequently amended by Resolution No. 564/2026, further developed this regulatory framework by introducing specific obligations for employers regarding prevention, training, reporting channels, internal investigations, and the adoption of protocols for addressing situations involving workplace discrimination, violence, and harassment.

2. Regional Comparative Overview

Although Paraguay has progressively developed its regulatory framework on workplace violence and harassment, this process has not taken place in isolation. In recent years, several countries in the region have adopted measures aimed at preventing, investigating, and addressing these situations in the workplace, with varying levels of development and different regulatory approaches.

The following section presents a comparative analysis of the principal measures implemented across the region, with the aim of identifying key trends and providing context for the recent regulatory developments adopted in Paraguay.

Based on the analysis, the following observations can be made:

Although the countries analyzed regulate this issue differently and at varying levels of development, there is an increasingly clear regional trend toward the adoption of measures aimed at preventing workplace violence and harassment.

In this regard, the approach is no longer limited to responding to specific incidents after they occur. It also focuses on prevention through the implementation of internal protocols and policies, reporting channels, investigation procedures, and periodic employee training.

In Paraguay, this trend is reflected primarily in MTESS Resolutions No. 195/2026 and No. 564/2026, through which the Ministry of Labour, Employment and Social Security established guidelines for the prevention and management of discrimination, violence, and harassment in the private sector.

3. New Requirements and Obligations in Paraguay

• Employers with more than 10 employees must implement an internal protocol for the prevention, handling, and investigation of workplace violence.
• Employers with 10 or fewer employees must adopt a zero-tolerance statement against workplace violence and harassment.
• Accessible and confidential reporting channels must be established and communicated to employees.
• A person, committee, or department must be appointed to implement the protocol and receive and manage complaints.
• Periodic training on workplace violence and harassment must be provided.
• Protocols must include measures aimed at preventing and managing violence committed by third parties connected to the employer’s activities, such as clients, users, or suppliers.
• The regulations introduce prevention and support measures for situations of domestic violence that may affect the workplace.
• The MTESS may inspect and verify compliance with, dissemination of, and effective implementation of the protocol.
• Employers have a six-month period, beginning on July 1, 2026, to comply with the resolution.
• Failure to comply with the obligations established under MTESS Resolutions No. 195/2026 and No. 564/2026 may be subject to inspection by the MTESS and may result in the sanctions provided for under applicable labour legislation.

4. Technical Considerations for Employers

In light of the new provisions introduced by MTESS Resolutions No. 195/2026 and No. 564/2026, employers are advised to assess, among other matters:

• Whether they are required to implement an internal protocol or a zero-tolerance statement, depending on the number of employees.
• The existence and adequacy of accessible and confidential internal reporting channels.
• The appointment of a person, committee, or department responsible for receiving, managing, and investigating complaints.
• The update of internal policies, protocols, and procedures relating to the prevention, handling, and investigation of workplace violence and harassment.
• The provision of periodic training for employees, supervisors, and middle management.
• Compliance with the adaptation period established by the MTESS and proper documentation of the measures adopted.

5. Conclusion

The regulatory developments observed in Paraguay and other countries across the region demonstrate the growing importance of mechanisms for preventing and managing workplace violence and harassment within organizations. In this regard, the recent amendments introduced in Paraguay reflect a broader regional trend toward strengthening measures for the prevention, handling, and investigation of these situations in the workplace.

Against this backdrop, employers are advised to review and adapt their internal protocols, policies, and procedures, including their reporting, investigation, and training mechanisms, in order to comply with the new regulatory requirements and strengthen the management of workplace violence and harassment.

Need Assistance? Our Labour and Employment team is available to advise on the review and implementation of protocols, training programs, reporting channels, and other measures required under the applicable regulations.