Mónica Luzuriaga's Case Puts Spotlight on Workplace Harassment in Ecuador

The recent death of Mónica Paulina Luzuriaga Velasco, discovered in a Quito hotel on July 28, 2026, has brought the issue of workplace conditions and potential harassment in Ecuador to the forefront. Luzuriaga's family asserts that she was subjected to a work environment detrimental to her well-being, prompting a broader discussion on the boundaries between excessive workload and workplace abuse.

The Ministry of Education, where Luzuriaga was employed, stated that the case is under investigation and declined to comment on the specific circumstances surrounding her death. Meanwhile, legal experts are clarifying the nuances of labor law in Ecuador concerning harassment and the right to digital disconnection.

According to lawyer José Elías Cárdenas Llerena, Ecuadorian law defines workplace violence and harassment as unacceptable behaviors causing physical, psychological, sexual, economic, political, symbolic, or digital harm. These actions can be singular or repeated and affect an individual's dignity, causing distress or humiliation. A key aspect for Luzuriaga's case is the concept of "digital non-connection," which addresses situations where an employee's rest time, leave, vacations, or personal and family privacy are infringed upon by work-related communications outside of official hours.

Luzuriaga's husband, Carlos Molina, reported that she received work messages both outside her regular hours and during vacations, including one received late on a Sunday evening. However, the Ministry clarified that Luzuriaga had been granted leave for domestic calamity and vacation days in accordance with regulations. Cárdenas emphasized that overwork itself does not automatically constitute harassment. The critical factor is identifying who issued the demands and whether the employee accepted them voluntarily or under duress. The right to digital disconnection is not absolute, with exceptions for certain high-ranking positions and force majeure events, and requires determining if there was explicit or tacit acceptance of working beyond normal hours.

For public institutions like the Ministry of Education, complaints of workplace harassment are handled by the Human Talent Management Unit. Sanctions can range from written reprimands to dismissal, depending on the severity of the offense.