Colombia: Labour Reform Highlights From the Fourth and Final Debate

Between June 11 and 17, 2025, the Senate plenary approved 70 of the 77 articles of the Labour Reform bill. With the conclusion of the fourth debate, the bill will move to a conciliation process led by a joint commission of Representatives and Senators who must agree on a unified text to resolve the remaining differences. The primary approved points are listed below.

Hours of Work and Employee Compensation

• Day and Night Shifts: Daytime work will be defined as work performed between 6:00 a.m. and 7:00 p.m., while night time work will be defined as work performed between 7:00 p.m. and 6:00 a.m. This change will take effect six months after the law is enacted. Currently, the night surcharge applies only to work performed after 9:00 p.m.
• Remuneration for Work on Mandatory Rest Days: If an employee works on their designated rest day or a public holiday, they must receive a 100% surcharge on their regular salary. This measure will be implemented gradually.

Compensation and Contractual Terms

• Apprenticeship Contract: This contract remains classified as an employment contract. It provides economic support equivalent to 75% of the monthly minimum wage (SMLMV, by its initials in Spanish) during the academic (theoretical) phase and 100% during the practical phase. The apprentice must be enrolled in the social security system, including health, occupational risk, and pension coverage as a dependent worker.

Labour Inclusion and Protection

• Hiring of Persons with Disabilities: The article upholds the obligation to hire two persons with disabilities for every 100 employees. Additionally, companies with more than 500 employees must employ one more person with a disability for every additional 100 employees. Exceptions apply to roles or sectors where such hiring is not feasible, provided the Ministry of Labour is duly notified. This requirement will be optional during the first year of implementation.

Employment Relations and Legal Processes

• Disciplinary Procedure: The obligation to conduct a disciplinary process before terminating an employment contract with just cause is eliminated; however, the employer is still required to impose sanctions when applicable. Additionally, the requirement to allow legal representation during these proceedings has been removed.
• Formal Employment Status for Digital Platform Workers: Digital delivery platform companies and the workers who provide services through them may be linked by either a dependent and subordinate employment relationship, in accordance with the general rules of this Code, or by an independent and autonomous contractual relationship.

Next Steps

The Congress of the Republic has until 20 June 2025, to reach a conciliation. If this deadline is met, the President will have 20 days to either present objections to the bill or proceed with its approval through the presidential signature — that is, until 22 July 2025.