/ Law No. 21,822: The New Relationship Between Businesses and Older Adults

On June 1, 2026, Law No. 21,822—the Comprehensive Law on Older Adults and the Promotion of Dignified, Active, and Healthy Aging—was published. This law establishes a new framework for the protection of older adults and redefines how businesses must interact with this age group, both as consumers and as workers.

Fernando Jamarne
Partner

Francisco Espinoza
Director of the Labor Practice

Beyond its social objective, the law introduces concrete changes to business models (ticket sales and access to cultural events such as art, theater, musicals, and sports) and to labor management (contracts and work schedules). It also raises the standard in areas that often give rise to legal issues, such as non-discrimination, physical and digital accessibility, customer service, and complaint handling.

In practice, this means that many decisions that are currently operational or commercial in nature—such as ticket sales, customer service, or how duties are assigned to older workers—now take on a legal dimension involving promotion and safeguards. A mistake in implementation can result not only in regulatory noncompliance but also in consumer complaints, scrutiny by regulatory authorities, and reputational risks related to age discrimination.

The law takes effect on June 1, 2027, so this period is crucial not only for compliance but also for adjusting processes, aligning internal teams, and avoiding operational issues in day-to-day operations.

1. Event Producers: Quota and Ticket Discounts

Companies that organize sporting, cultural, or artistic events must set aside at least 5% of their tickets for older adults, maintain that availability for the first 48 hours from the start of presales or sales, and apply a discount of no less than 50% of the ticket price.

These discounted tickets must be advertised through all sales channels, and the discount may also be applied on online platforms. Furthermore, they are personal and non-transferable, and proof of age may be required.

In practice, these new requirements necessitate a redesign of the sales structure, public information, and event access control systems. It also impacts the pricing structure and profit margins for the event in question.

These new obligations are linked to consumer non-discrimination regulations; therefore, incorrect implementation may result in complaints, legal actions before authorities, and reputational risk.

2. New Labor Regime for Workers Aged 60 or Older

The law incorporates a special regime into the Labor Code—which is voluntary in nature—that allows for greater flexibility in the employment relationship.

This regime permits the agreement of more flexible work schedules, whether through time bands or the free distribution of hours within the company’s operations, provided legal limits are respected. It also requires that job duties be compatible with the worker’s physical condition, reinforcing the employer’s duty of care.

In addition, it allows for the possibility of agreeing to suspend the contract without loss of seniority and permits the use of advance vacation time starting in the seventh month.

For companies that operate on a per-event basis or experience fluctuations in workload, these tools can be useful. However, their implementation requires caution. Incorrect definitions of job duties, work hours, or contractual conditions can lead to workplace risks and legal liabilities.

3. What to Focus On Now

The law requires proactive planning rather than reactive measures.

For event production companies, the focus is on reviewing how tickets are sold, how the public is informed, and how access is managed—incorporating the benefit without disrupting operations or exposing the company to claims.

For employers, this means reviewing existing contracts for workers aged 60 or older and assessing whether it is advisable to adopt the new regime, based on the company’s specific circumstances. It will also be key to properly design flexible work schedule conditions—whether through time bands or flexible scheduling—by defining clear rules for notice, frequency of changes, and compliance monitoring.

In turn, it is recommended to strengthen the criteria for assigning duties, incorporating occupational health assessments that support their suitability. In addition, it will be necessary to define how contract suspensions will be applied, establishing when they are appropriate, how long they may last, and under what conditions work will resume, as well as adapting attendance tracking systems to these new arrangements.

Law No. 21,822 not only creates benefits but also introduces specific obligations that directly impact operations and the way companies interact with older workers.