Conduct rules in the internal policy
Rules on sexual harassment and other forms of violence, included in the company's policies and communicated to every employee.
Law 14.457/22 · Emprega + Mulheres
Reporting channel: what the law requires.
Since 2023, companies required to have a CIPA must run reporting procedures with guaranteed anonymity. Law 14.457/22 defined four measures — see what they are and how to comply with each one.
The four measures
What Law 14.457/22 requires
A channel with guaranteed anonymity
Procedures to receive and follow up on reports, with anonymity guaranteed to whoever reports and serious investigation of the accusations.
Follow-up and sanctions
Receiving is not enough: reports must be investigated and, when confirmed, punished — with the whole process on record.
Training every 12 months
Training and awareness actions on violence, harassment, equality and diversity at work, at least yearly.
FAQ
Law 14.457/22 questions
What is Law 14.457/22? +
It is the Emprega + Mulheres law, signed on 21 September 2022. Among other measures, it requires companies with a CIPA to adopt actions to prevent and fight sexual harassment and other forms of workplace violence — including a reporting channel.
Which companies must comply? +
Every company required to form a CIPA under NR-5 sizing — generally from 20 employees, varying with the activity's risk level.
Does the channel have to be anonymous? +
Yes. The law requires reporting and follow-up procedures with guaranteed anonymity. A channel that exposes the reporter does not comply.
Is a mailbox enough? +
In practice, no. Without real anonymity, a protocol code and investigation records, the company cannot show it follows the required procedures — nor defend itself well in a labour claim.
What happens if the company does not comply? +
Labour-inspection fines and, above all, legal exposure: in harassment lawsuits, missing the law's measures counts against the company and increases damages.
Since when is it in force? +
It is in force. The 180-day adaptation period ended in March 2023 — a company with a CIPA and no channel is already non-compliant.
How does it relate to NR-1? +
They complement each other: Law 14.457/22 requires the channel; NR-1 requires managing psychosocial risks in the PGR. The channel feeds the PGR with evidence — reports are the raw material of the diagnosis.
How does SesmtHub help? +
A complete channel, anonymous by default (website, app and WhatsApp with AI), with protocol code and password for follow-up, response deadlines, an audit trail and reports — compliance evidence ready to present.
NR-1 · GRO/PGR
Psychosocial risk enforcement has started.
Harassment, overload and conflict now have to be managed in the PGR. A structured listening channel is the first step — and SesmtHub delivers the full cycle: listening, surveys and action plans.
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