{"id":14781,"date":"2025-07-04T15:58:07","date_gmt":"2025-07-04T20:58:07","guid":{"rendered":"https:\/\/nexo.legal\/?p=14781"},"modified":"2025-07-15T17:17:16","modified_gmt":"2025-07-15T22:17:16","slug":"company-in-colombia-labor-reform-2025","status":"publish","type":"post","link":"https:\/\/nexo.legal\/es\/company-in-colombia-labor-reform-2025\/","title":{"rendered":"Reforma Laboral 2025 en Colombia: Lo que t\u00fa y tu empresa deben saber"},"content":{"rendered":"\t\t
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If you own or manage a <\/span>company in Colombia<\/b>, the 2025 labor reform directly affects how you hire, manage teams, and stay legally compliant.<\/span><\/p>

Some of the changes are already in force, while others will roll out gradually.<\/span>
<\/span> But waiting is not an option. If you run a <\/span>company in Colombia<\/b>, you need to start preparing <\/span>right now<\/b>.<\/span><\/p>

Here\u2019s a breakdown of the most important changes every company should understand\u2014especially if you want to avoid costly mistakes.<\/span><\/p>

Temporary contracts will be the exception, not the rule<\/b><\/p>

The reform establishes that <\/span>indefinite-term contracts<\/b> are now the general rule for any <\/span>company in Colombia<\/b>.<\/span><\/p>

  • Fixed-term contracts can only be renewed for <\/span>up to 4 years<\/b>, with written justification.<\/span>

    \u00a0<\/p><\/li>

  • If that limit is exceeded, the law presumes the contract is <\/span>indefinite from the beginning<\/b>.<\/span>

    \u00a0<\/p><\/li>

  • Project-based contracts used for permanent roles will also be treated as indefinite.<\/span>

    \u00a0<\/p><\/li><\/ul>

    \ud83d\udc49 If your <\/span>company in Colombia<\/b> uses temporary contracts, now is the time to review them.<\/span><\/p>

    Mandatory inclusion: Employees with disabilities<\/b><\/p>

    If your <\/span>company in Colombia<\/b> has more than 100 employees, you’re legally required to hire <\/span>2 people with disabilities per 100 workers<\/b>.<\/span>
    <\/span> For companies with 500+ employees, it\u2019s <\/span>1 additional person per every 100 new hires<\/b>.<\/span><\/p>

    \ud83d\udc49 Compliance will be monitored\u2014this is not optional.<\/span><\/p>

    Apprentices now have labor rights<\/b><\/p>

    The reform changes apprenticeship agreements into <\/span>special fixed-term labor contracts<\/b>, with full benefits during the practical phase:<\/span><\/p>

    • Health<\/span>

      \u00a0<\/p><\/li>

    • Pension<\/span>

      \u00a0<\/p><\/li>

    • Bonuses (prima)<\/span>

      \u00a0<\/p><\/li>

    • Paid vacation<\/span>

      \u00a0<\/p><\/li>

    • Transportation support<\/span>

      \u00a0<\/p><\/li><\/ul>

      \ud83d\udc49 This represents a significantly higher cost for any <\/span>company in Colombia<\/b> that works with apprentices.<\/span><\/p>

      New rules on working hours and surcharges<\/b><\/p>

      • Night shifts start at <\/span>7:00 p.m.<\/b> (previously 9:00 p.m.)<\/span>

        \u00a0<\/p><\/li>

      • Sunday and holiday surcharges will rise to <\/span>100% by 2027<\/b>

        \u00a0<\/p><\/li>

      • The legal workweek will be <\/span>42 hours<\/b>, distributed over 5 or 6 days<\/span>

        \u00a0<\/p><\/li>

      • You\u2019ll need to keep a detailed log of <\/span>all overtime hours<\/b>, even if no permit is required<\/span>

        \u00a0<\/p><\/li><\/ul>

        New mandatory leaves<\/b><\/p>

        The reform introduces new paid leave requirements, including:<\/span><\/p>

        • Emergency family situations<\/span>

          \u00a0<\/p><\/li>

        • Medical appointments (including menstrual health)<\/span>

          \u00a0<\/p><\/li>

        • Time off for regular bicycle use<\/span>

          \u00a0<\/p><\/li>

        • Reassignment due to domestic violence<\/span>

          \u00a0<\/p><\/li><\/ul>

          \ud83d\udc49 These are now enforceable by law\u2014<\/span>every company in Colombia<\/b> must comply.<\/span><\/p>

          Telework: more categories, more obligations<\/b><\/p>

          There are now five official categories of remote work:<\/span>
          <\/span> Autonomous, Mobile, Hybrid, Transnational, and Emergency.<\/b><\/p>

          Employees earning less than 2 minimum wages are entitled to a <\/span>$200,000 COP connectivity subsidy<\/b> in 2025.<\/span><\/p>

          Outsourcing and temporary workers: tighter restrictions<\/b><\/p>

          • Temporary missions are only valid under <\/span>strict conditions<\/b> for <\/span>a maximum of 6 months<\/b>, renewable once<\/span>

            \u00a0<\/p><\/li>

          • Abuse of this system will result in your <\/span>company in Colombia<\/b> being recognized as the actual employer<\/span>

            \u00a0<\/p><\/li><\/ul>

            Social security: more flexibility, tighter tracking<\/b><\/p>

            • Part-time and multi-employer contributions are now allowed<\/span>

              \u00a0<\/p><\/li>

            • The new <\/span>Simple Labor Regime<\/b> permits early severance payments without legal complications<\/span>

              \u00a0<\/p><\/li><\/ul>

              Migrant workers: regularization begins with a contract<\/b><\/p>

              Any migrant who signs a contract will have the right to <\/span>regularize their immigration status<\/b>, regardless of their current situation.<\/span>
              <\/span> The Ministry of Foreign Affairs has 6 months to regulate the process.<\/span><\/p>

              In summary: If you manage a company in Colombia, this reform is your responsibility<\/b><\/h2>

              The Labor Reform 2025 affects how you hire, pay, and manage your workforce.<\/span><\/p>

              What used to be optional is now required.<\/span>
              <\/span> Delaying action could lead to <\/span>lawsuits, penalties, or losing key talent<\/b>.<\/span><\/p>

              At <\/span>Nexo Legal<\/b>, we help you adapt your company in Colombia to stay compliant, protect your team, and operate with confidence.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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