The reconciliation between work and family responsibilities has become a priority within the labor policies of many countries. In Chile, this advance materializes with the Law No. 21,645 on Reconciliation of Personal, Family and Work Life, a regulation that modifies the Labor Code to recognize and protect workers who perform unpaid care work.

For companies, especially those with international operations or subsidiaries in Chile, knowing this legislation is essential to ensure regulatory compliance, reduce occupational risks and promote a more flexible work environment and sustainable.

What is Law No. 21,645?

Law No. 21,645 aims to facilitate the compatibility between work life and family responsibilities, recognizing care as an activity of great social relevance.

The regulations introduce new rights for workers who are in charge of:

• Sons or daughters under 14 years of age.
• Adolescents under 18 years of age with disabilities.
• People with moderate or severe dependence.
• People who carry out care work without receiving remuneration for it.

Besides, promotes the principle of co-responsibility, allowing both mothers and fathers to exercise these rights.

Main rights incorporated by law

Now, specifically, the main rights that have been incorporated with this law are the following: 

1. Preference to choose legal holidays

Workers who meet the established requirements may request preference to make use of your legal holiday during school holiday periods defined by the Ministry of Education.

This preference will apply to other workers who are not in the same care situation.

2. Temporary modification of the working day

During school vacation periods, the worker may request to temporarily modify:

• Work shifts.
• The distribution of the daily workday.
• The weekly distribution of the day.

Whenever the nature of their functions allows it and the organization of the company can make said change compatible.

3. Temporary reduction of working hours

The law also contemplates the possibility of temporarily reduce working hours during school holidays through agreements signed in accordance with current legislation.

Once the requested period has ended, the worker automatically returns to the original conditions established in their employment contract.

4. Hybrid or teleworking modality

One of the most relevant aspects of this regulation is the recognition of the right to request hybrid work or teleworking modalities.

When functions allow it, the worker may propose that all or part of their weekly workday be carried out remotely.

This right seeks facilitate family organization without affecting the continuity of business activity.

How should this benefit be requested?

The law establishes a formal procedure. The worker must:

• Submit the request in writing.
• Propose the modality of working hours or teleworking.
• Documentally prove your status as a caregiver.
• In some cases, submit the request at least 30 days in advance.

What obligations does the employer have?

Once the request is received, The employer has 15 days to respond.

You will be able to:

• Accept the proposal presented.
• Propose a different alternative.
• Reject the request only when there are justified objective causes, such as:
  • that the functions cannot be performed remotely;
  • that there are no technical connectivity conditions;
  • or that the place intended for teleworking does not meet the minimum occupational health and safety conditions.

When there is an agreement, this must be formalized through an annex to the employment contract.

What documents prove the status of caregiver?

Depending on each situation, documents such as:

• Birth certificate of the son or daughter.
• Judicial resolution that grants personal care.
• Certificate from the National Disability Registry.
• Document issued by the Ministry of Social Development and Family that accredits the quality of caregiver within the Social Registry of Households.

What impact does this law have for companies?

The entry into force of this regulation implies that companies They should review their internal human resources policies to guarantee compliance with the new rights.

Among the main recommendations are:

• Update the procedures for requesting teleworking and shift modifications.
• Train Human Resources managers and middle managers.
• Review contracts and employment annexes.
• Establish clear protocols to respond within legal deadlines.
• Promote internal conciliation and co-responsibility policies.

In addition to legal compliance, These measures contribute to improving the work environment, increase worker commitment and strengthen talent retention.

How can UR Global help?

The companies with operations in Chile They must ensure that their employment policies are correctly adapted to these regulations, especially when they are part of international groups or manage teams in different countries.

At UR Global we help companies adapt their labor processes to Chilean legislation, offering specialized advice on:

• Chilean labor law.
• International Human Resources Management.
• Preparation and review of employment contracts.
• Implementation of teleworking and conciliation policies.
• Regulatory compliance and prevention of occupational risks.

Our team accompanies national and international companies to guarantee correct application of regulations and minimize legal risks in the management of their workers.