On June 25, 2025, Colombia officially enacted Law 2466 of 2025, introducing changes to existing labor regulations.
The law introduces changes across multiple areas, including work hours, contract types, overtime rules, among others.
Employment contracts:
Law maintains the indefinite-term employment contract as the general rule. Meanwhile, fixed-term contracts are now limited to a maximum duration of four (4) years.
This provision takes effect immediately, as of June 25, 2025.
Work hours:
The definition of nighttime work has been modified. Under the new law, nighttime work is now considered any work performed between 7:00 p.m. and 6:00 a.m. This change does not take effect immediately; it will become enforceable six months after the law’s publication, specifically on December 25, 2025.
Rest day pay:
Employers are now required to compensate mandatory rest days and holidays at 100%. However, this surcharge will be applied gradually. Starting July 1, 2025, the surcharge will be 80%. It will increase to 90% on July 1, 2026, and finally reach 100% on July 1, 2027. Employers may voluntarily adopt the full surcharge before the mandatory dates.
Apprenticeships:
The law redefines apprenticeship contracts as special fixed-term employment agreements with a maximum duration of three (3) years.
In the dual training model, apprentices will receive a monthly allowance equivalent to 75% of one SMLMV (Minimum Monthly Legal Salary) during the first year, and 100% during the second year.
In traditional training, the apprentice will receive 75% of one SMLMV during the academic phase and 100% during the practical phase.
During the academic phase, healthcare and labor risk coverage must be provided by the company. During the practical phase and the dual training, the company is also responsible for covering healthcare, pension, labor risk as well as paying social legal benefits and other labor rights. The practical phase must be formally certified as work experience. Additionally, a monetization benefit equivalent to 1.5 SMLMV is established.
These provisions take effect immediately.
Disciplinary procedure:
Removed for just cause dismissals. The law establishes a minimum due process for disciplinary actions. Employers must initiate the process with a formal written communication describing the facts or omissions involved. Evidence must be shared with the employee, who is granted at least five (5) days to respond. If the defense is verbal, it must be documented. The employer must then issue a final, reasoned decision, with sanctions proportional to the infraction. The employee has the right to appeal the decision. However, this procedure does not apply to domestic workers or companies with fewer than ten (10) employees, where it is only necessary to hear the employee’s version of the facts.
Employers must update their Internal Work Regulations to reflect these new procedures within 12 months of the law’s entry into force—by June 25, 2026.
Hiring employees with disabilities:
Companies with more than 500 employees are now required to hire two workers with disabilities for every 100 permanent employees. For companies with 501 or more employees, the requirement is one additional employee with a disability per 100 permanent employees. All such hires must be supported by official certification of the individual’s disability status. Employers must report these contracts to the Ministry of Labor within 15 days of signing. Oversight will be conducted by the Ministry, and non-compliance may result in sanctions.
The hiring obligation becomes mandatory starting from the second year of the law’s enforcement. In cases where hiring employees with disabilities is not feasible due to the nature of the business, the employer must notify the Ministry with appropriate justification.
Overtime:
Employers are no longer required to seek prior approval from the Ministry of Labor to authorize overtime work. Additionally, they must keep a record of overtime hours, including (i) the employee’s name, (ii) activity performed and (iii) number of hours worked, indicating whether they are daytime or nighttime.
Leaves:
The law expands the scope of leaves including:
Workplace rules:
The internal work rules must also be published through virtual platforms.
Remote work:
The reform includes provisions for transnational telework, whereby employees perform their duties from outside the country. In such cases, the employer must provide insurance that covers at least healthcare benefits in the event of an accident or illness while abroad.
Flexible work schedule for workers with family care responsibilities:
The law allows employees who are responsible for the care of certain family members to propose flexible work schedules. Eligible beneficiaries include caregivers of elderly individuals, minor children, people with disabilities, and individuals suffering from catastrophic, serious chronic, or terminal illnesses. Employees must provide a valid certification confirming their caregiver status. Once the request is submitted, the employer has fifteen (15) business days to evaluate it. If approved, the employer must outline the procedure for implementation. if denied, they must provide justification or an alternative proposal.
Flexible working hours for caregivers of persons with disabilities:
Employees who are caregivers of individuals with disabilities and fall within the first or second degree of blood or civil relation, or first degree of affinity, are granted the right to request flexible working hours. These arrangements must be agreed upon with the employer and are subject to the presentation of a caregiver certification. Adjustments may include remote work or flexible scheduling, provided that the nature of the job allows for such modifications and that work obligations can still be met effectively.
Flexible work environments:
The employers may incorporate policies that involve permitting the entry of companion animals, specifically dogs and cats, into the workplace. Additionally, the law provides for the entry of assistance, emotional support, or therapeutic animals, as long as the employee presents a certificate issued by a licensed psychologist or psychiatrist validating the medical or psychological need. Within twelve (12) months of the law’s entry into force, the Ministry of Labor, in coordination with the Ministry of Health, must issue regulatory guidelines on responsible animal ownership in work environments.
Severance pay:
The reform also introduces adjustments to the severance pay system. Employers may now contribute 8.33% of the employee’s monthly salary, plus the transportation allowance, to the severance fund. Additionally, the law allows for a written agreement under which the employer may opt to pay interest on severance monthly equivalent to 1% of the employee’s monthly salary plus any applicable transportation allowance. The Ministry of Labor is responsible for issuing regulations to adjust the payment systems (PILA) for severance payments
For a deeper discussion on the above, please reach out to your Vialto Partners point of contact, or alternatively:
Melissa Russo Coba
Senior Manager, Immigration Services, Colombia
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