{"id":17873,"date":"2026-05-02T16:28:45","date_gmt":"2026-05-02T21:28:45","guid":{"rendered":"https:\/\/nexo.legal\/?p=17873"},"modified":"2026-05-04T16:51:03","modified_gmt":"2026-05-04T21:51:03","slug":"labor-reform-paid-leaves-2026","status":"publish","type":"post","link":"https:\/\/nexo.legal\/es\/labor-reform-paid-leaves-2026\/","title":{"rendered":"Labor Reform in Colombia: New Paid Leave Policies Taking Effect in 2026"},"content":{"rendered":"\t\t
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Colombia\u2019s labor reform expanded your rights as an employee.<\/b> Starting in 2026, there are more situations where you can be absent from work <\/span>without losing your salary<\/b>, thanks to Law 2466 of 2025.<\/span><\/p>

In this article, I\u2019ll explain clearly and in a friendly way which leaves exist, how they work, and why you should know them.<\/span><\/p>

What are paid leave entitlements?<\/b><\/h2>

Paid leave entitlements are permissions granted by the employer that allow you to be absent from work <\/span>without affecting your salary<\/b>.<\/span><\/p>

Their purpose is simple but important: To allow you to handle personal, family, or legal situations without losing income.<\/span><\/p>

With Law 2466 of 2025, this right was strengthened, as more situations were included where you can request these leaves. This law modified Article 57 of the Colombian Labor Code (C\u00f3digo Sustantivo del Trabajo), requiring employers to grant more types of leave.<\/span><\/p>

What changed with the 2025 labor reform?<\/b><\/h2>

Before the reform, several paid leaves already existed.<\/span>
<\/span>But now:<\/span><\/p>

\ud83d\udc49 More situations are covered<\/span>
<\/span>\ud83d\udc49 New mandatory leave types were introduced<\/span>
<\/span>\ud83d\udc49 Employers\u2019 obligation to grant them was reinforced<\/span><\/p>

In simple terms: <\/span>you now have more labor protection than before.<\/b><\/p>

Paid leave entitlements that already existed in Colombia before the labor reform<\/b><\/h2>

Before the reform, these were the main paid leaves you likely already knew.<\/span><\/p>

Leave to exercise the right to vote<\/b><\/h3>

If you participate in elections:<\/span><\/p>

  • You are entitled to <\/span>half a day of paid leave<\/b><\/li>
  • It must be granted within the month following the election<\/span><\/li><\/ul>

    This encourages democratic participation.<\/span><\/p>

    Leave for jury duty (election juror)<\/b><\/h3>

    If you are appointed as an election juror:<\/span><\/p>

    • You receive <\/span>one full day of paid leave<\/b><\/li>
    • It must be granted within 45 days after the election<\/span><\/li><\/ul>

      Leave for domestic emergency (calamidad dom\u00e9stica)<\/b><\/h3>

      This is one of the most important leaves.<\/span><\/p>

      It applies when a serious situation affects your family environment, such as:<\/span><\/p>

      • Serious illness of a family member<\/span><\/li>
      • Accident<\/span><\/li>
      • Damage to your home (fire, flood, etc.)<\/span><\/li><\/ul>

        The Constitutional Court has established that it must be granted for a reasonable time depending on the situation.<\/span><\/p>

        There is no fixed number of days\u2014it is evaluated case by case.<\/span><\/p>

        Union leave<\/b><\/h3>

        If you belong to a union:<\/span><\/p>

        • You can be absent to fulfill union duties<\/span><\/li>
        • Or attend funerals of coworkers<\/span><\/li><\/ul>

          You must inform your employer in advance.<\/span><\/p>

          Bereavement leave<\/b><\/h3>

          In the event of the death of a close family member:<\/span><\/p>

          • You are entitled to <\/span>5 paid working days<\/b><\/li><\/ul>

            Applies to:<\/span><\/p>

            • Spouse or partner<\/span><\/li>
            • Parents, children<\/span><\/li>
            • Family up to second degree of consanguinity<\/span><\/li>
            • Family by upbringing<\/span><\/li><\/ul>

              \u201cIsaac Law\u201d leave<\/b><\/h3>

              This is less known but very important.<\/span><\/p>

              It allows:<\/span><\/p>

              • Up to <\/span>10 paid working days per year<\/b><\/li><\/ul>

                It applies if you are:<\/span><\/p>

                • A parent or caregiver<\/span><\/li>
                • Of a minor with a serious or terminal illness<\/span><\/li><\/ul>

                  The employer initially pays and can later recover the cost from the health system (EPS).<\/span><\/p>

                  New paid leave entitlements introduced by the 2025 labor reform<\/b><\/h2>

                  This is where the most important changes come in. Starting in 2026, these leaves are mandatory.<\/span><\/p>

                  Leave for medical appointments (new)<\/b><\/h3>

                  You can now be absent for:<\/span><\/p>

                  • Emergency medical appointments<\/span><\/li>
                  • Scheduled appointments<\/span><\/li><\/ul>

                    You only need to:<\/span><\/p>

                    • Inform your employer in advance<\/span><\/li>
                    • Provide a medical certificate<\/span><\/li><\/ul>

                      This is one of the most relevant changes.<\/span><\/p>

                      Leave for school commitments<\/b><\/h3>

                      If you have children:<\/span><\/p>

                      • You can attend school meetings or activities<\/span><\/li><\/ul>

                        Requirement:<\/span><\/p>

                        • Provide proof of the school request<\/span><\/li><\/ul>

                          This recognizes the role of parents in education.<\/span><\/p>

                          Leave for legal summons<\/b><\/h3>

                          Applies when you must attend:<\/span><\/p>

                          • Judicial hearings<\/span><\/li>
                          • Administrative processes<\/span><\/li>
                          • Legal requirements<\/span><\/li><\/ul>

                            You must present the formal summons.<\/span><\/p>

                            Paid day off for using a bicycle<\/b><\/h3>

                            This is an innovative benefit. If you use a bicycle to commute:<\/span><\/p>

                            • You can agree on <\/span>1 paid day off every 6 months<\/b><\/li><\/ul>

                              Requirement:<\/span><\/p>

                              • Certify the use of a bicycle<\/span><\/li><\/ul>

                                It promotes sustainable mobility.<\/span><\/p>

                                What should you keep in mind as an employee?<\/b><\/h2>

                                These leaves are not automatic. You must:<\/span><\/p>

                                • Notify in advance (when possible)<\/span><\/li>
                                • Provide supporting documents<\/span><\/li>
                                • Coordinate with your employer<\/span><\/li><\/ul>

                                  The law also seeks balance: protecting workers without affecting business operations.<\/span><\/p>

                                  Common mistakes you should avoid<\/b><\/h2>

                                  Many employees don\u2019t use these rights due to lack of knowledge.<\/span><\/p>

                                  Typical mistakes:<\/span><\/p>

                                  • Not requesting leave because you think it doesn\u2019t apply<\/span><\/li>
                                  • Not providing documentation<\/span><\/li>
                                  • Notifying too late<\/span><\/li>
                                  • Confusing leave with medical incapacity<\/span><\/li><\/ul>

                                    Knowing the law is key to exercising your rights.<\/span><\/p>

                                    Why is this reform important?<\/b><\/h2>

                                    The labor reform does more than expand leave. It changes the logic of work in Colombia:<\/span><\/p>

                                    • Greater focus on employee well-being<\/span><\/li>
                                    • Better work-life balance<\/span><\/li>
                                    • Recognition of family responsibilities<\/span><\/li><\/ul>

                                      In short: <\/span>working no longer means sacrificing your personal life.<\/b><\/p>

                                      Conclusion: What Employers Need to Know<\/b><\/h2>

                                      Starting in 2026:<\/span><\/p>

                                      \ud83d\udc49 Companies must recognize that there are more legally mandated situations where employees can be absent without affecting their salary<\/span>
                                      <\/span> \ud83d\udc49 Employers are now <\/span>obligated to grant these paid leaves<\/b> when legal requirements are met<\/span>
                                      <\/span> \ud83d\udc49 It is essential to <\/span>update internal policies, HR processes, and compliance protocols<\/b> to avoid legal risks<\/span><\/p>

                                      The labor reform is not just about employee rights\u2026<\/span><\/p>

                                      \ud83d\udc49 It directly impacts how your company manages payroll, compliance, and workforce planning.<\/span><\/p>

                                      Failing to adapt could lead to penalties, disputes, or operational disruptions\u2014while understanding the changes allows you to stay compliant and build a stronger, more responsible workplace.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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