New in 2026
New in 2026
Help Employees Understand Mexico Harassment Laws and Build a Respectful Workplace
Course Video Preview
Work Health Balance - SpanishCourse Description
Equip employees with the legal knowledge, practical skills, and shared language to prevent harassment, discrimination, workplace violence, and psychosocial harm—and to act confidently when they witness or experience it. Grounded in Mexico's Federal Labor Law, NOM-035, and recent workplace reforms, this training helps learners recognize inappropriate behavior, understand reporting responsibilities, intervene appropriately, and contribute to a safer, more respectful workplace.Legal Requirements
Emtrain helps organizations meet their legal obligations under Mexico's Federal Labor Law and 2026 reforms, including mandatory safety standards like NOM-035 and the prevention of workplace violence and gender-based violence.Languages
- Videos feature Spanish-speaking characters with English subtitles
- Key concepts and learning points are reinforced in Spanish
Key Concepts
- Workplace Harassment, Violence & Bullying – Recognize and respond to harassment, workplace violence, and acoso laboral.
- Discrimination & Respect at Work – Understand protected characteristics, bias, and inclusive workplace behaviors.
- Psychosocial Risk & Employee Wellbeing – Identify behaviors and conditions that contribute to psychosocial harm under NOM-035.
- Bystander Intervention & Reporting – Learn how to speak up, support others, and use reporting channels effectively.
- Investigations, Retaliation & Accountability – Understand employee responsibilities, investigation processes, and anti-retaliation protections.
Course Features
- Access to our Anonymous Ask the Expert tool
- Rich video scenarios based on real-world events
- Built-in employee sentiment surveys
- 50+ Machine Translation Options
- Optional program timer
- Policy acknowledgement tool
- Extensive customization options
Lessons
Protecting People and Workplaces
Preventing Discrimination
Defining Sexual Harassment
Workplace Violence and Bullying (Acoso Laboral)
Psychosocial Risk and Your Well-Being
Bystander Intervention
Retaliation
Reporting, Investigations, and Our Policies
Relevant Courses
Complementary Microlessons
Recommended Resources
From ‘Ask the Expert’
Emtrain’s Ask the Expert feature enables users to ask questions about compliance, bias, harassment, and diversity & inclusion as they come up. It’s all confidential, and answers are sent straight to their inbox. View some of the example questions below and see the Experts answers.
Q
What is considered workplace harassment under Mexican law?
Workplace harassment can include unwanted conduct that creates an intimidating, hostile, or offensive work environment. In Mexico, this may include sexual harassment, workplace bullying (acoso laboral), discrimination, threats, humiliation, or other behaviors that negatively affect an employee's dignity, wellbeing, or ability to work.
Q
What is the difference between workplace harassment and workplace violence?
Workplace harassment typically involves repeated unwanted behavior that targets an individual, while workplace violence includes physical, verbal, psychological, or other harmful actions that threaten a person's safety or wellbeing. Both can contribute to psychosocial risks under NOM-035.
Q
What is NOM-035 and why does it matter?
NOM-035 is a Mexican workplace standard that requires employers to identify, assess, and help prevent psychosocial risk factors, including workplace violence, harassment, and unhealthy work environments. It is designed to promote employee wellbeing and a positive organizational culture.
Q
What should employees do if they witness harassment at work?
Employees should safely intervene when appropriate, support affected coworkers, document concerning behavior, and report incidents through established workplace channels. Taking action early can help prevent harmful situations from escalating.
Q
How can employees report harassment or discrimination concerns?
Employees should follow their organization's reporting procedures, which may include notifying a manager, Human Resources, an ethics hotline, or another designated reporting channel. Reports should be made as soon as possible so concerns can be investigated promptly.
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