The Senate approved the labor reform proposed by the Petro administration, which redefines several aspects of Colombian labor regulations and introduces new rules that will have a direct impact on organizations’ financial planning, hiring structures, and business models. Below, we share the main aspects of this reform.
Law 2466 of 2025 establishes a new legal framework in Colombia aimed at protecting and dignifying work, promoting formalization, inclusion, and well-being. For companies, this means adapting to new contractual modalities, strengthening social protection—especially on digital platforms—establishing formal mechanisms for discipline and internal well-being, and complying with special obligations regarding inclusion, apprentices, and working hours.
The reform modified several aspects related to employment contracts. Among them is that the indefinite-term contract becomes the default type, fixed-term contracts may not exceed four years, and their formality is essential; otherwise, they will be understood as indefinite. Contracts for specific work or tasks must be described precisely to prevent them from becoming indefinite.
Working hours were also modified, along with surcharges. The limit of 42 hours per week (8 hours per day), distributable over 5 or 6 days, remains in place. The surcharge for Sunday or holiday work increases progressively: 80% in 2025, 90% in 2026, up to 100% in 2027. Night work begins at 7:00 p.m., with an additional surcharge applicable from the end of 2025.
Mandatory inclusion was established by defining a mandatory quota for the hiring of persons with disabilities as follows: companies with up to 500 employees: at least two persons with disabilities for every 100 employees; and companies with more than 500 employees: additionally, one person with a disability for every 100 additional employees.
Work on digital platforms was also regulated, establishing that delivery platforms must contribute 60% of health and pension contributions and assume 100% of occupational risk, while workers will contribute the remaining 40%. The base income for contributions will be 40% of the income obtained through the platform.
Apprentices will now have an employment relationship. They will receive 75% of the minimum wage during the classroom stage, 100% of the minimum wage during the practical stage, and will have social security and other benefits. Companies can choose to monetize this obligation by paying 1.5 minimum wages for each apprentice not employed.
Due process must be guaranteed in all disciplinary proceedings involving disciplinary sanctions. Internal work regulations must be updated and published, taking into account due process in disciplinary matters.
Paid leave is recognized for urgent medical appointments, school commitments, and for using a bicycle as a means of transportation. Leave is also included for dysmenorrhea or specific treatments such as endometriosis.
The reform promotes flexible working hours for workers with family care responsibilities and regulates the use of teleworking in certain scenarios (e.g., for women, young people, or those over 50 in small or low-growth companies). Pets, including emotional or therapeutic assistance animals, are allowed when a medical certificate is presented.
At CID-Pro Consulting, we help companies anticipate these changes, adjust their hiring models, optimize their workload, and comply with the new regulatory framework in an efficient and sustainable manner.
If your company needs to review the impact of the reform, update its internal policies, or design work scenarios, we are ready to assist you.
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The key to thriving in this new global order will be to anticipate, adapt, and take advantage of the opportunities that arise in a multipolar world.
At CID-Pro Consulting, we are committed to helping our clients navigate this complex environment by providing strategic analysis and solutions tailored to their needs.
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