| Country | Colombia |
| Work Time | Work shall not exceed 9 hours per day and 48 hours per week. |
| Probation | According to Article 76 of the Colombian Labor Code,Before entering into a formal contract, an employer may establish a trial period (periodo de prueba) for the employee. During the initial phase of employment, this allows the employer to evaluate the employee's performance, with the maximum duration of the trial period being two months. For fixed-term contracts of less than one year, the trial period must not exceed 20% of the contract duration. Trial periods do not apply to contract renewals or job transfers. |
| Types of Employment | In Colombia, the types of employment contracts include fixed-term employees, indefinite-term employees, and temporary workers. |
| Resignation regulations | Termination of the contract due to business circumstances of the company requires at least 15 days' written notice.In cases of employee misconduct or unjustified termination by the employee, no notice is required, and the termination can take immediate effect.For employees under a fixed-term contract, written notice needs to be given 30 days prior to the contract's expiry.Project-based contracts or temporary contracts are terminated according to the predefined conditions outlined in the contract |
| Labor Contract | Indefinite-term Contract (Contrato a término indefinido): Established in writing, with no specified end date. Requires provision of employee benefits, granting of vacation rights, contribution to statutory benefits, and payment of severance upon termination.Fixed-term Contract (Contrato a término fijo): Has a defined termination date, must be in writing, and cannot exceed a duration of 3 years.Temporary Contract (Contrato temporal): A contract orally or in writing for a specific temporary task, not exceeding 30 days or one month in duration. |
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