This article is about Brazilian labor law (CLT, NR-1, Law 14.457 and related rules). It does not apply to other countries. The source texts are in Portuguese; this is a translation.
Law 14.457/2022 (Brazil) requires companies with a CIPA (the internal accident prevention committee) to adopt measures to prevent and combat sexual harassment and other forms of violence at work. A poster on the wall is not enough.
What the law asks for
- Conduct rules on harassment in internal policies, widely communicated.
- Procedures to receive and investigate reports, with sanctions for the person responsible.
- A guarantee of anonymity for the person reporting.
- Harassment topics included in the CIPA's activities.
- Training at least once a year.
Why channels stay empty
An HR email address or a suggestion box does not earn the trust of someone who is afraid. The person thinks: "if my boss finds out, I'm out." An empty channel does not mean there is no problem; it may mean there is no trust.
What makes a channel work
- No login and no mandatory identification.
- A protocol number to follow up without revealing who the person is.
- Outside the direct chain of command of whoever may be reported.
- Real feedback: show that reports lead to action, without exposing the cases.
Records
Keep what was received, when, what was investigated and what was done. If the case reaches court, this history shows the company acted.
IP has an anonymous channel per company, with a protocol number and password to follow the report and a confidential conversation with HR, without identifying who wrote.
Source: Law 14.457/2022 (Brazil), art. 23
Informational content. It does not replace the advice of your lawyer or the company's occupational safety lead.