Recent developments in Colombia
We understand the challenges of keeping up with regulatory changes. That’s why we actively monitor these changes, so you don’t have to. Read on to discover what’s been happening in the employment space in Colombia.
Expansion of Paternity Leave (2024)
The Labour Code (Law 100/1993) has been amended to extend paternity leave from two to four weeks, reflecting Colombia’s commitment to gender equality and family support. This amendment encourages fathers to take part more actively in early childcare, promoting shared parenting responsibilities.
New Protections for Remote and Hybrid Workers (2024)
The Law on Telework (Law 1221/2008), amended by Law 2121/2021, now requires employers to provide resources for home offices, including ergonomic furniture, internet access, and technology support. Employers must conduct regular risk assessments of remote setups to ensure employee health and safety, and clear remote work agreements on schedules and availability are mandated.
Stricter Regulations on Fixed-Term Contracts (2024)
Amendments to the Substantive Labor Code (Law 50/1990) restrict the excessive use of short-term contracts by requiring a minimum duration of six months and mandating renewal limits. Employers are now required to justify the use of fixed-term contracts and provide equal benefits, fostering job stability for temporary employees.
Introduction of Mental Health Policies in the Workplace (2024)
The Occupational Health and Safety Regulation (Resolution 1111/2017) has been updated to mandate that employers implement mental health policies. Employers must now conduct mental health risk assessments, provide access to mental health services, and offer workshops aimed at preventing work-related stress and burnout, creating a healthier work environment.
Pay Equity and Transparency Requirements (2024)
The Equality Act (Law 1257/2008) now includes pay transparency provisions. Employers with more than 50 employees must disclose pay structures and conduct annual salary audits to address pay disparities. This update seeks to reduce the gender pay gap and promote equal treatment across all employees, regardless of gender or background.
