Cross-Border Catch-Up: Understanding Colombia’s New Labor Reform Law 2466

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Carlos Colón-Machargo: Welcome to Cross-Border Catch-Up, the podcast for global employers who want to stay in the know about cutting-edge employment issues worldwide. I am Carlos Colón-Machargo, and I’m here with my colleague, Lina Fernandez. We are cross-border attorneys here at Ogletree, and today we’re going to discuss the passage of Law 2466 of 2025 in Colombia, which addresses the labor reform aimed at strengthening workers’ rights in the country. Lina, tell us, in general, what is this new legislation about?

Lina Fernandez: Hey, Carlos. Thank you for the introduction. Law 2466, signed into effect on June 25th, 2025, modifies key labor laws in Colombia. The reform aims to formalize employment, but that certain groups of individuals who tend to be in disadvantage in the job market, and also adapt Columbia’s labor laws to modern work arrangements, like the digital platforms and telework.

Carlos Colón-Machargo: Great. Let’s dive into the specifics. One of the major changes is around contracts. Can you explain what’s new here?

Lina Fernandez: Sure. The reform prioritizes indefinite-term contracts as the standard for hiring, especially for core business activities. Fixed-term and work-specific contracts are still allowed, but they are now limited to a maximum of four years before transitioning into indefinite contracts. This prevents companies from perpetually renewing short-term contracts.

Carlos Colón-Machargo: Employers should start reconsidering when and how to use these agreements in Columbia. Another big topic is how to perform workplace investigations. Can you please explain how this would work?

Lina Fernandez: Workers facing disciplinary action must be notified in writing of the process and charges. They must have access to evidence and get at least five days to prepare a defense. Unionized workers can also be accompanied by union representatives, and companies must update their internal regulations between 12 months of the law’s enactment.

Carlos Colón-Machargo: What about changes with respect to working hours? The reform redefines daytime and nighttime work schedules, right?

Lina Fernandez: Yes, Carlos. Starting December 25th, 2025, daytime work is defined as work performed between 6:00 A.M. to 7:00 P.M., and nighttime work is that one performed from 7:00 P.M. till 6:00 A.M. From now until December 25th, daytime work will continue to be that performed between 6:00 A.M. and 9:00 P.M., and nighttime work from 9:00 P.M. to 6:00 A.M. Night shift still carries a 35% premium, and work on Sundays and holidays will see a gradual increase in pay reaching a 100% premium by July 2027, from the current 75% premium.

Carlos Colón-Machargo: Employers in Colombia should therefore align their payroll practices to these new changes and pay close attention to work during the night shift and holidays, as this will impact their bottom line. The reform also expands on paid leave. What is included there?

Lina Fernandez: Carlos, the reform introduces new types of paid leave to support workers. Workers can now take leave for urgent medical appointments, special visits, school-related obligations when they’re the guardians of the child, and legal or administrative summons. There is even a unique provision: a discretionary rest day every six months for employees who commute to work by bicycle. This is to promote sustainable practices.

Carlos Colón-Machargo: I love that bicycle initiative. It is such a creative touch. Now let’s talk about protections for vulnerable groups. The reform seems to focus heavily on inclusion.

Lina Fernandez: It does, Carlos. For instance, companies with 100 or more employees must hire at least two people with disabilities per 100 workers. For those companies with 500 or more employees, they must hire at least one person with disabilities per 100 workers. There is also stronger protection against discrimination based on gender, sexual orientation, race, religion, disability, mental health, pregnancy, or status as a victim of violence. That reform mandates workplace protocols and committees to prevent and address harassment and violence.

Carlos Colón-Machargo: Employers, therefore, should look at their internal policies, the existing policies and processes to ensure that they remain compliant and/or update them as necessary. Another area that is getting attention is the regulation of digital platform workers, for example, delivery drivers. What’s changing for them?

Lina Fernandez: The reform recognizes two types of platform workers: one, the dependent employees that are covered by the labor code, and independent contractors who must still be involved in social security. This is to ensure that gig workers, whether they’re full employees or freelancers, have access to benefits like health insurance and occupational risk coverage.

Carlos Colón-Machargo: Telework is another hot topic. The reform mandates remote work for some companies. Is that correct?

Lina Fernandez: Yes. It is mandatory for companies to offer telework based on their size, as follows. 5% of the workforce for companies with 20 to 50 employees, 10% for companies with 50 to 200 employees, and 15% for companies with over 200 employees. This promotes flexibility, reduces operational costs, and aligns with modern work trends. Employers must also provide training and tools for remote workers, including transnational teleworkers.

Carlos Colón-Machargo: Really, the reform seems to touch on key and traditional aspects of employment matters in Colombia. Are there any concerns from businesses?

Lina Fernandez: Some business groups, especially small and medium enterprises, worry about the cost of higher wages, mandatory hiring quotas and administrative changes. Some argue it could increase unemployment or informality if companies struggle to comply. However, the government is countering that these changes will boost productivity and formalization in the long run, and they’re actually deploying mechanisms to ensure compliance.

Carlos Colón-Machargo: It is a concern. Lina, before we wrap up, are there other unique aspects of this reform we should highlight?

Lina Fernandez: One standout is the family day. This is an optional measure pursuant to which employers can organize activities to promote work-life integration. Also, the reform allows workers with caregiving responsibilities to propose flexible schedules, and there’s even a provision for bringing pets to work with a medical certificate.

Carlos Colón-Machargo: Pets in the office, that’s a fun perk. Thanks for breaking down this for us, Lina. Law 2466 of 2025 is clearly a landmark reform in Colombia with big implications for workers and businesses alike. Thank you for joining us today for today’s Cross-Border Catch-Up. Follow us to stay in the know about cutting-edge employment issues worldwide. Thank you, Lina.

Lina Fernandez: Thank you, Carlos.

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