On the occasion of International Women’s Day (March 8), we share a brief legal alert on recent reforms on substantive equality and prevention of violence against women.
On January 15, 2026, a decree was published in the Official Gazette of the Federation (DOF) amending, adding and repealing several provisions of the General Law for Equality between Women and Men; the General Law for Women’s Access to a Life Free of Violence; the National Code of Civil and Family Procedures; the Federal Law of Workers in the Service of the State, Regulatory of Section B) of Article 123 of the Constitution; the General Law of Social Development; the General Law of Health; the General Law of Education; the Law of Social Security; the Law of Migration; the General Law of the Rights of Children and Adolescents; the Law of the Institute of Education; the Law of Social Security; the Law of Migration; the General Law of the Rights of Children and Adolescents; the Law of the Institute of Social Security; the General Law of the Institute of Social Security; of the General Health Law; of the General Education Law; of the Social Security Law; of the Immigration Law; of the General Law on the Rights of Children and Adolescents; of the Law of the Institute of Security and Social Services of State Workers; of the Planning Law; of the Housing Law; of the Federal Labor Law; of the Federal Copyright Law; of the Federal Law for the Protection of Industrial Property and of the General Law on Culture and Cultural Rights (the “Decree”).
The main objective of the decree is to strengthen the legal framework for substantive equality between women and men, to mainstream the gender perspective in various public policies and regulatory areas, and to guarantee the right of women to a life free of violence.
Relevant Aspects for the Business Sector.
The reform introduces strict obligations that companies must integrate into their compliance policies immediately:
– Equal pay: The principle of equal pay for equal work under equivalent conditions, regardless of sex or gender, is reinforced, and the promotion of actions to reduce the wage gap is established.
– Violence prevention training: Provisions are incorporated that oblige employers to provide training to their personnel to prevent and eliminate violence against women in the workplace.
– Discrimination-free work environments: Obligations to maintain work environments free of discrimination and violence are reinforced, including the prohibition of discriminatory practices related to pregnancy, family responsibilities or marital status.
– Intellectual property and women’s participation: The authorities should promote the equal participation of women in the creation and registration of works and developments protected by intellectual property legislation, as well as the elimination of administrative barriers that hinder their participation.
Institutional Strengthening and Access to Justice.
The decree also introduces relevant institutional and procedural changes:
– Women’s Secretariat: It is formally empowered to issue Gender Violence Alert declarations and to coordinate the certification of the Women’s Justice Centers.
The Gender Violence Alert consists of a set of coordinated, comprehensive, emergency and temporary governmental actions to address and eradicate feminicidal violence in a given territory, as well as to eliminate inequalities derived from legal provisions or public policies.
– Enhanced Protection Duties: It is established that the authorities must apply comprehensive protection measures to safeguard the life, integrity and autonomy of women, children and adolescents.
– Civil and Family Justice: The obligation for judges to rule with a gender perspective and in the best interest of the child is reinforced, and all days and hours are available for the processing of matters related to alimony and family or vicarious violence.
Recommended actions for companies
In view of the entry into force of these reforms, organizations may consider the following compliance actions:
1. Human Resources Conduct a review of salary scales to identify possible gender gaps.
2. Training Implement or update mandatory training programs on violence prevention and gender perspective.
3. Regulatory compliance. Review and, if necessary, update the internal work regulations, codes of ethics and internal policies.
4. Internal protocols. Evaluate the mechanisms for reporting harassment and bullying, seeking procedures that avoid re-victimization.
5. Corporate governance. Promote the participation of women in decision-making spaces.
*Validity. The decree entered into effect on January 16, 2026, with the understanding that federal, state and municipal authorities have 180 working days to make the corresponding legislative and regulatory adjustments.
