#CostaRica 🇨🇷 #BDS_Informs: Voting Leave: Employer Obligations for Election Day
In Costa Rica, the right to vote constitutes one of the fundamental pillars of the democratic...
This Friday, October 2, 2026, International Labor Organization (ILO) Convention No. 190 on Violence and Harassment entered into force in Costa Rica, following its approval through Law No. 10,749.
The Convention was deposited with the ILO on October 2, 2025, and, pursuant to its provisions, entered into force for Costa Rica one year after that date.
Employers should be aware of its key provisions and implications, as well as the preventive measures they should consider following its entry into force.
What Is Meant by Violence and Harassment?
The Convention covers unacceptable behaviors and practices, or threats thereof, whether occurring once or repeatedly, intended to cause, result in, or are likely to result in physical, psychological, sexual, or economic harm.
This means that repeated conduct is not necessarily required to establish a situation involving violence or harassment.
The Convention also provides that violence and harassment may be defined in national laws and regulations as a single concept or as separate concepts.
Who Is Protected?
The Convention protects workers and other work-related persons, including:
- All workers, regardless of their contractual status, whether in the formal or informal economy and whether employed in the public or private sector.
- Outsourced workers, interns, apprentices, terminated employees, volunteers, job applicants, and employer representatives.
In What Situations Does It Apply?
Protection is not limited to the physical workplace. It covers situations occurring in the course of, linked with, or arising out of work.
Among others, this includes:
- The workplace and other work-related spaces.
- Work-related travel, commuting, training, events, and social activities.
- Work-related communications conducted through information and communication technologies.
- Other work-related situations.
What Does the Convention’s Entry into Force Mean for Companies?
Although the Convention primarily imposes obligations on the Costa Rican State that will need to be implemented through domestic legislation, organizations are advised to strengthen their preventive approach to violence and harassment.
In particular, organizations should consider reviewing:
- Internal policies and protocols relating to violence and harassment.
- Mechanisms for identifying and assessing risks associated with such conduct.
- Complaint and reporting channels, ensuring that they are clear and confidential.
- Internal procedures for investigating and addressing potential incidents.
- Training and prevention programs for managers and employees.
- Measures applicable to situations arising through digital communications, travel, social activities, or work-related events.
How Does It Relate to Domestic Legislation?
Costa Rica currently does not have specific legislation comprehensively regulating workplace harassment in both the public and private sectors.
However, on August 13, 2026, a new bill was introduced, Bill No. 25,706: Law to Prevent and Punish Workplace Harassment in the Public and Private Sectors. The bill is currently under legislative consideration and could eventually supplement the implementation of the Convention.
Please do not hesitate to contact us should you have any questions or require assistance regarding the entry into force of Convention No. 190 and its implications for labor management.
