ILO Convention No. 190 addresses violence and harassment in the world of work. Mexico ratified it on July 6, 2022. The original article's count of ratifying countries was historical and is not current.
Mexico's Senate approved ratification in March 2022, and Mexico deposited its instrument with the ILO in July. The Convention was adopted in June 2019 and entered into force internationally in June 2021.
According to the ILO, it is the first international treaty focused specifically on violence and harassment in the world of work. Recommendation No. 206 provides accompanying guidance.
The framework recognizes the importance of dignity and respect for everyone at work.
Responsibilities under the Convention
- Ratifying states are expected to address violence and harassment in their laws and policies while respecting equality and nondiscrimination.
- Guidance and information can support collective bargaining and better prevention practices.
- Collective bargaining can help address workplace violence and harassment. The Convention also asks states to recognize the effects of domestic violence on work where appropriate.
Its protection extends to different work arrangements and situations connected with work, not only incidents inside a fixed workplace.
Workplace violence can seriously affect health, including in cases of gender-based violence. Prevention requires practical action by governments and organizations.
Examples of harmful conduct and conditions at work
- Physical, verbal, or psychological aggression.
- Workplace bullying.
- Sexual harassment.
- Discrimination based on disability, sexual orientation, skin color, age, or other protected traits.
- Coercive treatment at work.
- Unlawful or retaliatory dismissal, where relevant.
- Excessive workloads, which can contribute to psychosocial risk.
- Unfair favoritism, depending on the circumstances.
- Abuse of power.
Effects on health
Poor relationships with colleagues or supervisors can contribute to a harmful work environmentand make problems harder to resolve.
Lack of recognition can also reduce motivation and contribute to psychological distress such as stress or frustration, affecting work and wellbeing.
Workplaces should be designed and managed to support safety, comfort, and accessibility.
Inadequate conditions can contribute to fatigue and difficulty concentrating.
Ventilation and other health measures also matter where people share indoor spaces.
Harassment and violence can harm both physical and mental health and affect the wider workplace.
Their consequences may also reach families and communities.
Areas of action for Mexico
- Provide appropriate protection for people affected by violence or harassment at work.
- Train relevant people to respond effectively to workplace violence.
- Consider psychosocial risks linked to violence and harassment in occupational safety and health.
- Monitor compliance with applicable rules.
- Provide appropriate consequences for proven violations under the law.
- Protect workers from retaliation and further harm when they raise concerns.
The Convention recognizes a world of work free from violence and harassment and supports measures addressing risks faced by women and other affected groups.
Protecting workers under Convention No. 190
Mexico's ratification created international obligations for the state. Employers should review the domestic rules applicable to their operations and take proportionate steps to prevent and respond to violence.
The Convention complements broader Mexican labor and equality frameworks aimed at dignity, safety, and fair treatment.
Mexico also has instruments such as NOM-035-STPS-2018on psychosocial risk factors and laws addressing violence against women. Their precise duties should be checked in the current official texts.
At EthicsGlobal , we believe a positive workplace helps organizations and their people work sustainably. Physical and mental wellbeing matter inside and outside the organization.
You have read ILO Convention No. 190 in Mexico. We also recommend: How to Address Mexico's NOM-035
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