Colombia always had the potential to become a major mining jurisdiction but the mining sector is now completely frozen. There is a high level of uncertainty due to the governments push to reform the mining code, create a state mining company, and new a environmental decree.
Ley Karin came into force on August 1, 2024, establishing a clear legal framework for the prevention and punishment of harassment and violence in Chilean workplaces. The new law creates several obligations for companies that are important to understand.
It is common for industrial technology and service companies to send foreign staff to Chile to assist with projects whether that be for commissioning, supervision, or technical know-how. It is important for companies to understand whether a work visa or simply a work permit is needed.
Brazilian law allows a wide range of activities to be outsourced. While outsourcing offers flexibility to companies and even individuals, it cannot be used to avoid Brazilian employment laws and benefits that are applicable to full-time employees.
Mining suppliers use subcontractors for a variety of reasons in Peru. For instance, installations of sensors or equipment at a mine site, maintenance and on-going support, or other technical equipment/services that are needed to support the main contractor. However, companies can find themselves in trouble if they do not understand the intricacies of how subcontracting laws work from both a legal and practical perspective.
A study was recently released that evaluates trends in the Chilean mining industry workforce between 2023 and 2032. The goal of the study is to support public policy and the industry to identify gaps in human talent, training, technological impact, and gender equity. The study reviews trends from past years and has important projections for the next 10 years.
One of the more common risk for companies operating in Chile is related to employment laws and obligations. A recent change from the last couple years is the requirement for companies to register all employment related agreements with the Labor office. This has added an extra administration burden that some companies may not be following.