🇨🇴 Colombia LAW – 2026 UPDATE

Colombia Remote Work Laws 2026

⚠️Informational only — not legal or tax advice.

Last Updated: December 2025
Applicable Period: 2026 tax year and current employment regulations
Key Characteristic: Employers with remote workers physically located in Colombia

Click any item below to jump to the relevant section

Overview of Remote Work in Colombia
Legal Framework and Key Legislation
Three Distinct Modalities: Teletrabajo, Trabajo En Casa, and Trabajo Remoto
Teletrabajo: Definition and Legal Framework
Trabajo En Casa: Definition and Legal Framework
Trabajo Remoto: Definition and Legal Framework
Applicability and Excluded Workers
Voluntariness and Reversibility Rights
Written Agreement Requirements
Employer Legal Obligations
Equipment and Expense Legal Requirements
Working Hours and Overtime Regulations
Right to Disconnect (DESCONEXIÓN LABORAL)
Health and Safety Legal Requirements
Data Protection and Privacy Requirements
Employee Legal Rights and Protections
Tax and Social Security Framework
Registration and Compliance Requirements
Enforcement Mechanisms and Penalties
Resources
Frequently Asked Questions

Overview of Remote Work in Colombia

1.1 Three Distinct Legal Frameworks

Colombia regulates remote work through three separate and distinct legal frameworks, each with specific requirements and characteristics:

Framework 1: Teletrabajo (Telework)

Governed by: Ley 1221 de 2008
Regulation: Decreto 884 de 2012 (compiled in Decreto 1072 de 2015)
Latest update: Decreto 1227 de 2022
Nature: Permanent work organization using ICT
Requires: Specific formal requirements and registration

Framework 2: Trabajo en Casa (Work from Home)

Governed by: Ley 2088 de 2021
Regulation: Decreto 649 de 2022
Nature: Temporary, occasional, or exceptional arrangement
Distinguishing feature: Does not require teletrabajo formalities

Framework 3: Trabajo Remoto (Remote Work)

Governed by: Ley 2121 de 2021
Regulation: Decreto 555 de 2022
Nature: Entirely remote from contract inception to termination
Distinguishing feature: No physical interaction ever required

Source: Ministerio del Trabajo, Normatividad sobre Teletrabajo y Trabajo en Casa, https://www.mintrabajo.gov.co/relaciones-laborales/derechos-fundamentales-del-trabajo/teletrabajo

1.2 Constitutional Foundation

Article 25 of the Constitución Política de Colombia establishes:

“El trabajo es un derecho y una obligación social y goza, en todas sus modalidades, de la especial protección del Estado. Toda persona tiene derecho a un trabajo en condiciones dignas y justas.”

English translation: “Work is a right and a social obligation and, in all its modalities, enjoys the special protection of the State. Every person has the right to work in dignified and just conditions.”

This constitutional provision applies to all three remote work modalities.

Source: Constitución Política de Colombia, Artículo 25

1.3 Statistical Context

According to official government sources:

2021 Data (Ministerio TIC):

209,000+ teleworkers in Colombia
71% increase in teletrabajo adoption in 2020 (COVID-19 pandemic effect)
17,253 companies implementing teletrabajo
20% of Colombian companies had adopted teletrabajo

Source: Ministerio del Trabajo, “Gobierno expide decreto para facilitar el teletrabajo,” July 19, 2022, https://www.mintrabajo.gov.co/prensa/comunicados/2022/julio/gobierno-expide-decreto-para-facilitar-el-teletrabajo

2018 Data (Ministerio TIC/Centro Nacional de Consultoría):

122,278 teleworkers nationwide
Geographic distribution:
- Bogotá: 63,995 teleworkers
- Medellín: 29,751 teleworkers
- Cali: 13,379 teleworkers
- Bucaramanga: 4,992 teleworkers
- Barranquilla: 4,827 teleworkers
Growth: Companies implementing teletrabajo tripled between 2012-2018 (from 4,292 to 12,912 companies)

Source: Ministerio del Trabajo, “Todos a construir la política pública,” July 24, 2019, https://www.mintrabajo.gov.co/prensa/comunicados/2019/julio/todos-a-construir-la-politica-publica-y-responder-los-desafios-del-teletrabajo

Legal Framework and Key Legislation

2.1 Hierarchy of Legal Norms

Colombian labor law follows this hierarchical structure:

https://remotelaws.com/remote-work-laws/Constitución Política (Constitution)
Leyes (Laws enacted by Congress)
Decretos Presidenciales (Presidential Decrees)
Resoluciones Ministeriales (Ministerial Resolutions)
Jurisprudencia (Court decisions – Constitutional Court)

All remote work legislation must conform to this hierarchy.

2.2 Primary Legislation for Teletrabajo

Ley 1221 de 2008 Official title: “Por la cual se establecen normas para promover y regular el Teletrabajo y se dictan otras disposiciones” English: “By which norms are established to promote and regulate Telework and other provisions are issued”

Enacted: July 16, 2008 Published: Diario Oficial No. 47.052, July 16, 2008 Official text: https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/1675702

Article 1 – Object:

“La presente ley tiene por objeto promover y regular el Teletrabajo como un instrumento de generación de empleo y autoempleo mediante la utilización de tecnologías de la información y las telecomunicaciones (TIC).”

English translation: “The purpose of this law is to promote and regulate Telework as an instrument for generating employment and self-employment through the use of information and telecommunications technologies (ICT).”

Source: Ley 1221 de 2008, Artículo 1, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/1675702

Article 2 – Definition of Teletrabajo:

“Teletrabajo. Es una forma de organización laboral, que consiste en el desempeño de actividades remuneradas o prestación de servicios a terceros utilizando como soporte las tecnologías de la información y la comunicación – TIC para el contacto entre el trabajador y la empresa, sin requerirse la presencia física del trabajador en un sitio específico de trabajo.”

English translation: “Telework. It is a form of work organization, which consists of the performance of remunerated activities or provision of services to third parties using as support the information and communication technologies – ICT for contact between the worker and the company, without requiring the physical presence of the worker at a specific work site.”

Source: Ley 1221 de 2008, Artículo 2, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/1675702

2.3 Regulatory Decree for Teletrabajo

Decreto 884 de 2012 Official title: “Por medio del cual se reglamenta la Ley 1221 de 2008 y se dictan otras disposiciones” English: “By which Law 1221 of 2008 is regulated and other provisions are issued”

Enacted: April 30, 2012 Compiled in: Decreto 1072 de 2015, Único Reglamentario del Sector Trabajo, Capítulo 5, Título 1, Parte 2, Libro 2 Official text: https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Decretos/1183842

This decree established the special labor conditions governing relationships between employers and teleworkers in both public and private sectors.

Source: Decreto 884 de 2012, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Decretos/1183842

2.4 Updated Teletrabajo Regulation

Decreto 1227 de 2022 Official title: “Por el cual se modifican los artículos 2.2.1.5.3, 2.2.1.5.5, 2.2.1.5.8 y 2.2.1.5.9, y se adicionan los artículos 2.2.1.5.15 al 2.2.1.5.25 al Decreto 1072 de 2015, Único Reglamentario del Sector Trabajo, relacionados con el Teletrabajo”

Enacted: July 18, 2022 Published: Diario Oficial No. 52.094, July 18, 2022 Official text: https://www.suin-juriscol.gov.co/viewDocument.asp?id=30044448

This decree modernized teletrabajo regulations by:

Eliminating requirement for prior workplace visits
Establishing reversibility rights
Clarifying flexibility in working hours
Integrating right to disconnect (Ley 2191 de 2022)
Replacing Internal Regulation requirement with Internal Telework Policy

Source: Decreto 1227 de 2022, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30044448

2.5 Primary Legislation for Trabajo en Casa

Ley 2088 de 2021 Official title: “Por la cual se regula el trabajo en casa y se dictan otras disposiciones” English: “By which work from home is regulated and other provisions are issued”

Enacted: May 12, 2021 Published: Diario Oficial No. 51.680, May 12, 2021 Official text: https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/30041682

Article 1 – Object and Scope:

“La presente ley tiene por objeto regular la habilitación de trabajo en casa como una forma de prestación del servicio en situaciones ocasionales, excepcionales o especiales, que se presenten en el marco de una relación laboral, legal y reglamentaria con el Estado o con el sector privado, sin que conlleve variación de las condiciones laborales establecidas o pactadas al inicio de la relación laboral.”

English translation: “The purpose of this law is to regulate the authorization of work from home as a form of service provision in occasional, exceptional or special situations, that occur within the framework of an employment, legal and regulatory relationship with the State or the private sector, without entailing variation of the labor conditions established or agreed at the beginning of the employment relationship.”

Source: Ley 2088 de 2021, Artículo 1, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/30041682

Article 2 – Definition:

Source: Ley 2088 de 2021, Artículo 2, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/30041682

2.6 Regulatory Decree for Trabajo en Casa

Decreto 649 de 2022 Official title: “Por el cual se adiciona la Sección 7 al Capítulo 6 del Título 1 de la Parte 2 del Libro 2 del Decreto número 1072 de 2015, Único Reglamentario del Sector Trabajo, relacionado con la habilitación del trabajo en casa”

Enacted: April 27, 2022 Published: Diario Oficial No. 52.014, April 28, 2022 Official text: https://www.suin-juriscol.gov.co/viewDocument.asp?id=30044114

This decree regulates the private sector implementation of trabajo en casa, establishing conditions and special circumstances for its authorization.

Source: Decreto 649 de 2022, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30044114

2.7 Primary Legislation for Trabajo Remoto

Ley 2121 de 2021 Official title: “Por medio de la cual se crea el régimen de trabajo remoto y se establecen normas para promoverlo, regularlo y se dictan otras disposiciones” English: “By which the remote work regime is created and norms are established to promote it, regulate it and other provisions are issued”

Enacted: August 3, 2021 Published: Diario Oficial No. 51.780, August 3, 2021 Official text: https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/30042108

Article 1 – Object:

“Esta nueva forma de ejecución del contrato de trabajo se efectuará de manera remota en su totalidad e implica una vinculación laboral con el reconocimiento de los derechos y garantías derivadas de un contrato de trabajo.”

English translation: “This new form of employment contract execution shall be carried out remotely in its entirety and implies an employment relationship with recognition of the rights and guarantees derived from an employment contract.”

Source: Ley 2121 de 2021, Artículo 1, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/30042108

Article 3a – Definition of Trabajo Remoto:

“Trabajo remoto: Es una forma de ejecución del contrato de trabajo en la cual toda la relación laboral, desde su inicio hasta su terminación, se debe realizar de manera remota mediante la utilización de tecnologías de la información y las telecomunicaciones u otro medio o mecanismo, donde el empleador y trabajador no interactúan físicamente a lo largo de la vinculación contractual.”

English translation: “Remote work: It is a form of employment contract execution in which the entire employment relationship, from its beginning to its termination, must be carried out remotely through the use of information and telecommunications technologies or another means or mechanism, where the employer and worker do not interact physically throughout the contractual relationship.”

Source: Ley 2121 de 2021, Artículo 3(a), https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/30042108

2.8 Regulatory Decree for Trabajo Remoto

Decreto 555 de 2022 Official title: “Por el cual se adiciona la Sección 6 al Capítulo 6 del Título 1, Parte 2, Libro 2 del Decreto 1072 de 2015, Único Reglamentario del Sector Trabajo, y se reglamenta el artículo 17 de la Ley 2069 de 2020, y la Ley 2121 de 2021 y se regula el trabajo remoto”

Enacted: April 9, 2022 Published: Diario Oficial No. 51.998, April 9, 2022 Official text: https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Decretos/30044060

This decree regulates remote work as defined in Ley 2121 de 2021, establishing requirements for contracts, employer obligations, and worker protections.

Source: Decreto 555 de 2022, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Decretos/30044060

2.9 Right to Disconnect Legislation

Ley 2191 de 2022 Official title: “Por medio de la cual se crea el régimen de desconexión laboral y se dictan otras disposiciones” English: “By which the labor disconnection regime is created and other provisions are issued”

Enacted: January 6, 2022 Published: Diario Oficial No. 51.909, January 6, 2022 Official text: https://www.suin-juriscol.gov.co/viewDocument.asp?id=30043769

Article 1 – Object:

“Esta ley tiene por objeto crear, regular y promover la desconexión laboral de los trabajadores en las relaciones laborales dentro de las diferentes modalidades de contratación vigentes en el ordenamiento jurídico colombiano y sus formas de ejecutarse, así como en las relaciones legales y/o reglamentarias, con el fin de garantizar el goce efectivo del tiempo libre y los tiempos de descanso, licencias, permisos y/o vacaciones para conciliar la vida personal, familiar y laboral.”

English translation: “This law has the purpose of creating, regulating and promoting labor disconnection of workers in employment relationships within the different contracting modalities in force in the Colombian legal system and their forms of execution, as well as in legal and/or regulatory relationships, in order to guarantee the effective enjoyment of free time and rest periods, licenses, permits and/or vacations to reconcile personal, family and work life.”

Source: Ley 2191 de 2022, Artículo 1, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30043769

Article 3 – Definition of Desconexión Laboral:

“Desconexión laboral es el derecho que tienen todos los trabajadores y servidores públicos, a no tener contacto, por cualquier medio o herramienta, bien sea tecnológica o no, para cuestiones relacionadas con su ámbito o actividad laboral, en horarios por fuera de la jornada ordinaria o jornada máxima legal de trabajo, o convenida, ni en sus vacaciones o descansos.”

English translation: “Labor disconnection is the right that all workers and public servants have, to not have contact, by any means or tool, whether technological or not, for matters related to their scope or work activity, during hours outside the ordinary workday or maximum legal or agreed workday, nor during their vacations or rest periods.”

Source: Ley 2191 de 2022, Artículo 3, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30043769

This law applies to all three remote work modalities: teletrabajo, trabajo en casa, and trabajo remoto.

2.10 Constitutional Court Decisions

Sentencia C-103 de 2021 Date: April 21, 2021 Magistrate: Alejandro Linares Cantillo Official citation: https://www.suin-juriscol.gov.co/viewDocument.asp?id=30041633

This decision addressed the constitutionality of Article 6 of Ley 1221 de 2008 regarding working hours for teleworkers.

Key holdings:

The Court declared EXEQUIBLE (constitutional) numeral 1° of Article 6 of Ley 1221 de 2008, but declared INEXEQUIBLE (unconstitutional) the phrase “el teletrabajo sea ejecutado donde sea verificable la jornada laboral, y” (“telework is executed where the workday is verifiable, and”) from the parágrafo of Article 6.

The Court concluded:

“AL TELETRABAJO LE ES APLICABLE EL TOPE DE LA JORNADA MÁXIMA LABORAL SEMANAL DEFINIDA EN LA LEY, DE SUERTE QUE CUALQUIER PRESTACIÓN DEL SERVICIO QUE SE HAGA POR FUERA DE DICHO TÉRMINO, MÁS ALLÁ DE LA FLEXIBILIDAD QUE SE ADMITE PARA DISTRIBUIR EL TIEMPO DE TRABAJO, DEBE SER OBJETO DE RECONOCIMIENTO Y PAGO.”

English translation: “TO TELEWORK THE MAXIMUM WEEKLY WORK SCHEDULE LIMIT DEFINED IN LAW IS APPLICABLE, SUCH THAT ANY PROVISION OF SERVICE MADE OUTSIDE THIS TERM, BEYOND THE FLEXIBILITY ADMITTED TO DISTRIBUTE WORK TIME, MUST BE SUBJECT TO RECOGNITION AND PAYMENT.”

The Court also clarified:

“LA FIGURA DEL TELETRABAJO ES DISTINTA AL TRABAJO EN CASA, ADOPTADO CON OCASIÓN DE LA PANDEMIA DEL COVID-19”

English translation: “THE FIGURE OF TELEWORK IS DISTINCT FROM WORK FROM HOME, ADOPTED ON THE OCCASION OF THE COVID-19 PANDEMIC”

Source: Corte Constitucional, Sentencia C-103 de 2021, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30041633

2.11 Código Sustantivo del Trabajo

The Código Sustantivo del Trabajo (Substantive Labor Code) establishes fundamental labor rights and obligations applicable to all employment relationships in Colombia, including remote work arrangements.

Article 161 – Maximum Workday:

The Código Sustantivo del Trabajo establishes the maximum ordinary workday as 47 hours per week, which applies to telework, trabajo en casa, and trabajo remoto as confirmed by Sentencia C-103 de 2021.

Official text: https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Codigo/30019323

Source: Código Sustantivo del Trabajo, compiled and available at https://www.mintrabajo.gov.co/normatividad/leyes-y-decretos-ley/codigo-sustantivo-del-trabajo

2.12 Decreto 1072 de 2015 – Único Reglamentario del Sector Trabajo

This decree compiles all labor sector regulations into a single regulatory instrument.

Official title: “Por medio del cual se expide el Decreto Único Reglamentario del Sector Trabajo” Enacted: May 26, 2015 Latest version: Updated through December 2022

This decree contains:

Book 2, Part 2, Title 1, Chapter 5: Teletrabajo regulations
Book 2, Part 2, Title 1, Chapter 6, Section 6: Trabajo Remoto regulations
Book 2, Part 2, Title 1, Chapter 6, Section 7: Trabajo en Casa regulations

Official compilation: https://www.mintrabajo.gov.co/normatividad/decreto-unico-reglamentario

Three Distinct Modalities: Teletrabajo, Trabajo En Casa, and Trabajo Remoto

3.1 Critical Distinctions

Colombia’s labor legislation establishes three separate legal frameworks that are NOT interchangeable:

Teletrabajo (Ley 1221 de 2008):

Permanent work organization
Uses ICT for employer-worker contact
Does not require physical presence at specific workplace
Admits alternating arrangements (part office, part remote)
Subject to specific formal requirements
Reversible by mutual agreement

Trabajo en Casa (Ley 2088 de 2021):

Temporary, occasional, or exceptional arrangement
Response to specific circumstances
Does not modify original contract terms
Does not require teletrabajo formalities
Maintains all original labor conditions
Transitional nature

Trabajo Remoto (Ley 2121 de 2021):

Entire relationship conducted remotely
From contract inception to termination
No physical interaction ever required
Contract formed via electronic signature
Distinct from both teletrabajo and trabajo en casa

Source: Ministerio del Trabajo, “Taller virtual sobre teletrabajo y trabajo en casa,” https://www.mintrabajo.gov.co/taller-virtual-sobre-teletrabajo-y-trabajo-en-casa

3.2 Legal Basis for Distinction

Article 6, numeral 4 of Ley 1221 de 2008 establishes:

“Una persona que tenga la condición de asalariado no se considerará teletrabajador por el mero hecho de realizar ocasionalmente su trabajo como asalariado en su domicilio o en lugar distinto de los locales de trabajo del empleador, en vez de realizarlo en su lugar de trabajo habitual.”

English translation: “A person who has the condition of salaried employee will not be considered a teleworker by the mere fact of occasionally performing their salaried work at their home or in a place different from the employer’s work premises, instead of performing it at their habitual workplace.”

This provision established the conceptual basis for distinguishing permanent teletrabajo from occasional trabajo en casa.

Source: Ley 1221 de 2008, Artículo 6, numeral 4, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/1675702

Ley 2121 de 2021, Artículo 3(a) specifies:

“En todo caso, esta forma de ejecución no comparte los elementos constitutivos y regulados para el teletrabajo y/o trabajo en casa y las normas que lo modifiquen.”

English translation: “In any case, this form of execution does not share the constitutive and regulated elements for telework and/or work from home and the norms that modify it.”

This provision explicitly distinguishes trabajo remoto from both teletrabajo and trabajo en casa.

Source: Ley 2121 de 2021, Artículo 3(a), https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/30042108

Teletrabajo: Definition and Legal Framework

4.1 Official Definition

Article 2 of Ley 1221 de 2008 defines:

Source: Ley 1221 de 2008, Artículo 2, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/1675702

4.2 Teletrabajador Definition

Article 2 of Ley 1221 de 2008 defines:

“Teletrabajador. Persona que desempeña actividades laborales a través de tecnologías de la información y la comunicación por fuera de la empresa a la que presta sus servicios.”

English translation: “Teleworker. Person who performs work activities through information and communication technologies outside the company to which they provide their services.”

Source: Ley 1221 de 2008, Artículo 2, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/1675702

4.3 Types of Teletrabajo

Decreto 1227 de 2022, Article 2.2.1.5.3 establishes:

“e) Teletrabajo temporal o emergente: Se refiere a modalidades en situaciones concretas tales como, emergencias sanitarias o desastres naturales. Lo anterior sin perjuicio de las normas legales establecidas sobre el trabajo en casa.”

English translation: “e) Temporary or emergency telework: Refers to modalities in specific situations such as health emergencies or natural disasters. The foregoing without prejudice to the legal norms established about work from home.”

Traditional teletrabajo types (from Decreto 884 de 2012, as modified):

Autónomo (autonomous): Worker performs functions from their home
Móvil (mobile): Worker uses mobile technologies without fixed workplace
Suplementario (supplementary): Worker combines office presence with remote work

Source: Decreto 1227 de 2022, Artículo 2.2.1.5.3, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30044448

4.4 Essential Elements of Teletrabajo

From Ley 1221 de 2008 and implementing decrees:

Use of ICT: Contact between employer and worker must utilize information and communication technologies
No required physical presence: Worker not required to be present at specific workplace
Remunerated activity: Performance of paid work or service provision
Labor organization form: Structured work arrangement, not merely occasional remote work
Voluntary: Both parties must agree to teletrabajo arrangement
Reversible: Either party may request return to traditional work arrangement

Sources: Ley 1221 de 2008; Decreto 1227 de 2022

4.5 What is NOT Teletrabajo

Article 6, numeral 4 of Ley 1221 de 2008:

Occasional remote work does NOT constitute teletrabajo and does NOT trigger the formal requirements of Ley 1221 de 2008.

Source: Ley 1221 de 2008, Artículo 6, numeral 4, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/1675702

Trabajo En Casa: Definition and Legal Framework

5.1 Official Definition

Article 2 of Ley 2088 de 2021:

“Se entiende como trabajo en casa la habilitación al servidor público o trabajador del sector privado para desempeñar transitoriamente sus funciones o actividades laborales por fuera del sitio donde habitualmente las realiza, sin modificar la naturaleza del contrato o relación laboral, o legal y reglamentaria respectiva, ni tampoco desmejorar las condiciones del contrato laboral, cuando se presenten circunstancias ocasionales, excepcionales o especiales que impidan que el trabajador pueda realizar sus funciones en su lugar de trabajo, privilegiando el uso de las tecnologías de la información y las comunicaciones. Este no se limita al trabajo que puede ser realizado mediante tecnologías de la información y las comunicaciones, medios informáticos o análogos, sino que se extiende a cualquier tipo de trabajo o labor que no requiera la presencia física del trabajador o funcionario en las instalaciones de la empresa o entidad.”

English translation: “Work from home is understood as the authorization to the public servant or private sector worker to temporarily perform their functions or work activities outside the place where they habitually perform them, without modifying the nature of the employment contract or respective legal and regulatory relationship, nor worsening the conditions of the employment contract, when occasional, exceptional or special circumstances arise that prevent the worker from performing their functions at their workplace, privileging the use of information and communications technologies. This is not limited to work that can be performed through information and communications technologies, computer or similar means, but extends to any type of work or labor that does not require the physical presence of the worker or official at the company’s or entity’s facilities.”

Source: Ley 2088 de 2021, Artículo 2, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/30041682

5.2 Triggering Circumstances

Article 1 of Ley 2088 de 2021 specifies:

Occasional, exceptional, or special circumstances may include but are not limited to:

Health emergencies (e.g., COVID-19 pandemic)
Natural disasters
Civil disturbances
Infrastructure problems preventing workplace access
Personal circumstances preventing physical presence

Source: Ley 2088 de 2021, Artículo 1, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/30041682

5.3 Essential Characteristics

From Ley 2088 de 2021:

Temporary nature: Transitional arrangement, not permanent
No contract modification: Original employment contract remains unchanged
No condition worsening: Labor conditions cannot be diminished
Requires authorization: Employer must authorize the arrangement
Privileging ICT use: Preference for using technology, but not mandatory
Any type of work: Not limited to work performable via ICT

5.4 Distinction from Teletrabajo

Decreto 649 de 2022 clarifies:

“En el numeral 4 del artículo 6° de Ley 1221 de 2008 define como características del Trabajo en Casa que: 4. Una persona que tenga la condición de asalariado no se considerará teletrabajador por el mero hecho de realizar ocasionalmente su trabajo como asalariado en su domicilio o en lugar distinto de los locales de trabajo del empleador, en vez de realizarlo en su lugar de trabajo habitual. Para optar por esta modalidad, debe existir acuerdo entre el empleador y el trabajador. De esta manera, el trabajo en casa, como situación ocasional, temporal y excepcional, no presenta los requerimientos necesarios para el teletrabajo, y se constituye como una alternativa viable y enmarcada en el ordenamiento legal, para el desarrollo de las actividades laborales.”

English translation: “Numeral 4 of Article 6 of Law 1221 of 2008 defines as characteristics of Work from Home that: 4. A person who has the condition of salaried employee will not be considered a teleworker by the mere fact of occasionally performing their salaried work at their home or in a place different from the employer’s work premises, instead of performing it at their habitual workplace. To opt for this modality, there must be agreement between the employer and the worker. In this way, work from home, as an occasional, temporary and exceptional situation, does not present the necessary requirements for telework, and is constituted as a viable alternative framed within the legal system, for the development of work activities.”

Source: Decreto 649 de 2022, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30044114

Trabajo Remoto: Definition and Legal Framework

6.1 Official Definition

Article 3(a) of Ley 2121 de 2021:

Source: Ley 2121 de 2021, Artículo 3(a), https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/30042108

6.2 New Form of Contract Execution

Article 3(b) of Ley 2121 de 2021:

“Nueva forma de ejecución del contrato remota. Es aquella por la cual una persona natural; vinculada por un contrato laboral, se obliga a prestar una actividad remota a través de las tecnologías disponibles u otro medio o mecanismo, en favor de otra persona, natural o jurídica, bajo la continuada dependencia o subordinación de la segunda y mediante la obtención de un salario, lo cual puede constar en medios digitales.”

English translation: “New form of remote contract execution. It is that by which a natural person; linked by an employment contract, undertakes to provide a remote activity through available technologies or another means or mechanism, in favor of another person, natural or legal, under the continued dependence or subordination of the second and through the obtaining of a salary, which may be recorded in digital means.”

Source: Ley 2121 de 2021, Artículo 3(b), https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/30042108

6.3 Essential Elements

From Ley 2121 de 2021 and Decreto 555 de 2022:

Entirely remote: All phases of employment relationship conducted remotely
No physical interaction: Employer and worker never interact physically
From inception to termination: Remote arrangement exists from contract formation through employment end
Uses ICT or other means: Technology facilitated but not exclusively
Labor relationship: Full employment rights and guarantees apply
Electronic signature: Contract formation via electronic/digital signature

6.4 Scope of Application

Article 2 of Ley 2121 de 2021:

“Las normas contenidas en esta Ley serán aplicables a toda persona natural que se encuentre domiciliada en el territorio nacional; así como a las entidades públicas y privadas nacionales; y a su vez a las empresas extranjeras que contraten trabajadores que se encuentren dentro del territorio nacional.”

English translation: “The norms contained in this Law shall be applicable to every natural person who is domiciled in the national territory; as well as to national public and private entities; and in turn to foreign companies that contract workers who are within the national territory.”

Parágrafo:

“Las entidades del orden nacional deberán contar con concepto previo y habilitante por parte del Ministerio de Hacienda para obtener la disponibilidad presupuestal que permita acoger lo dispuesto en la presente ley.”

English translation: “National level entities must have prior enabling opinion from the Ministry of Finance to obtain the budgetary availability that allows adoption of the provisions of this law.”

Source: Ley 2121 de 2021, Artículo 2, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/30042108

6.5 Contract Formation

Article 7 of Ley 2121 de 2021:

“Todas las etapas del contrato de trabajo deberán realizarse de manera remota, usando nuevas tecnologías o las ya existentes, sin que se requiera la presencia física de las partes involucradas, excepto en los casos en que, por salud ocupacional se requiera presencialidad.”

English translation: “All stages of the employment contract must be carried out remotely, using new or existing technologies, without requiring the physical presence of the parties involved, except in cases where, for occupational health reasons, physical presence is required.”

Parágrafo 1:

“Los acuerdos en materia laboral y que se ejecuten de manera remota requerirán firma electrónica o digital de las partes para su perfeccionamiento, con el objetivo de certificar la identidad de las partes y/o eventuales cambios en el documento digital. En todo caso, deberá conservar las características establecidas en la Ley 527 de 1999 o norma que la modifique, adicione o sustituya.”

English translation: “Labor agreements that are executed remotely will require electronic or digital signature of the parties for their completion, with the objective of certifying the identity of the parties and/or any changes in the digital document. In any case, it must preserve the characteristics established in Law 527 of 1999 or norm that modifies, adds to or replaces it.”

Source: Ley 2121 de 2021, Artículo 7, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/30042108

Applicability and Excluded Workers

7.1 General Applicability – Teletrabajo

Article 6, numeral 12 of Ley 1221 de 2008:

“A todas las relaciones de teletrabajo que se desarrollen en el territorio nacional les será aplicada la legislación laboral colombiana, en cuanto sea más favorable para el teletrabajador.”

English translation: “To all telework relationships that develop in the national territory, Colombian labor legislation shall be applied, insofar as it is more favorable for the teleworker.”

Source: Ley 1221 de 2008, Artículo 6, numeral 12, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/1675702

7.2 Public and Private Sector Coverage – Teletrabajo

Teletrabajo applies to:

Private sector workers with employment contracts
Public servants in legal and regulatory relationships
Both dependent and independent workers using ICT

Article 2 of Decreto 884 de 2012:

The decree applies to: “Las condiciones laborales especiales que regirán las relaciones entre empleadores y teletrabajadores y que se desarrollan en el sector público y privado en relación de dependencia.”

English translation: “The special labor conditions that will govern the relationships between employers and teleworkers and that develop in the public and private sectors in dependent relationships.”

Source: Decreto 884 de 2012, compiled in Decreto 1072 de 2015

7.3 General Applicability – Trabajo en Casa

Article 1, Parágrafo of Ley 2088 de 2021:

“La presente ley no será aplicable a quienes se encuentren cobijados por regímenes especiales de orden constitucional o legal en atención al desempeño de sus funciones siempre y cuando estas sean incompatibles con el trabajo en casa.”

English translation: “This law shall not be applicable to those who are covered by special regimes of constitutional or legal order in attention to the performance of their functions as long as these are incompatible with work from home.”

Trabajo en casa applies to:

Public servants
Private sector workers
Legal and regulatory relationships with the State
Legal relationships with private sector

Source: Ley 2088 de 2021, Artículo 1, Parágrafo, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/30041682

7.4 General Applicability – Trabajo Remoto

Article 2 of Ley 2121 de 2021:

Source: Ley 2121 de 2021, Artículo 2, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/30042108

7.5 Transnational Teleworkers

Article 6, numeral 13 of Ley 1221 de 2008:

“Las relaciones laborales con teletrabajadores y teletrabajadoras transnacionales cuyo contrato de trabajo se haya celebrado en el territorio colombiano, se regirá por las leyes colombianas.”

English translation: “Employment relationships with transnational teleworkers whose employment contract was entered into in Colombian territory, shall be governed by Colombian laws.”

Article 6, numeral 14 of Ley 1221 de 2008:

“Las Administradoras de Riesgos Laborales deberán garantizar la cobertura respecto de los accidentes de trabajo y enfermedades laborales de los teletrabajadores y teletrabajadoras transnacionales en el país donde se encuentren prestando el servicio. En este caso podrán contratar seguros adicionales en el extranjero que correrán por cuenta del empleador.”

English translation: “The Occupational Risk Administrators must guarantee coverage regarding work accidents and occupational diseases of transnational teleworkers in the country where they are providing the service. In this case they may contract additional insurance abroad that will be borne by the employer.”

Source: Ley 1221 de 2008, Artículo 6, numerales 13-14, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/1675702

Voluntariness and Reversibility Rights

8.1 Voluntary Nature – Teletrabajo

Decreto 1227 de 2022, Article 2.2.1.5.15:

The decree establishes that teletrabajo implementation requires mutual agreement and cannot be imposed unilaterally.

Employers cannot require teletrabajo as a condition of:

Initial hiring
Continuation of employment
Access to benefits or opportunities

Workers cannot be discriminated against for:

Declining teletrabajo
Requesting return to traditional work arrangement
Exercising reversibility rights

Source: Decreto 1227 de 2022, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30044448

8.2 Reversibility – Teletrabajo

Decreto 1227 de 2022 establishes:

Both employer and teleworker preserve the right to reversibility of teletrabajo. This means either party may request, at any time, definitive return to execution of work at the company’s facilities.

The party requesting reversibility must:

Communicate the decision in writing
Provide reasonable notice
Not face retaliation or adverse consequences

8.3 Voluntary Nature – Trabajo en Casa

Article 2.2.1.6.7.4 of Decreto 649 de 2022:

“Ante la ocurrencia de circunstancias ocasionales, excepcionales o especiales, la habilitación del trabajo en casa podrá solicitarse por parte del trabajador a su empleador, por escrito, en medio físico o digital, en los términos señalados en las disposiciones contenidas en la presente sección, así como las señaladas en la Ley 2088 de 2021. En ningún caso, la solicitud de habilitación para trabajo en casa efectuada por el trabajador generará el derecho a optar por ella.”

English translation: “Upon the occurrence of occasional, exceptional or special circumstances, the authorization for work from home may be requested by the worker to their employer, in writing, in physical or digital medium, in the terms indicated in the provisions contained in this section, as well as those indicated in Law 2088 of 2021. In no case shall the request for authorization for work from home made by the worker generate the right to opt for it.”

“De igual manera, ante la ocurrencia de circunstancias ocasionales, excepcionales o especiales, el empleador podrá optar por la habilitación de trabajo en casa respecto de uno o varios de sus trabajadores, en una o varias dependencias de la empresa.”

English translation: “Likewise, upon the occurrence of occasional, exceptional or special circumstances, the employer may opt for the authorization of work from home with respect to one or several of its workers, in one or several dependencies of the company.”

Source: Decreto 649 de 2022, Artículo 2.2.1.6.7.4, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30044114

8.4 No Contract Modification – Trabajo en Casa

Article 2.2.1.6.7.4, Parágrafo of Decreto 649 de 2022:

“La habilitación del trabajo en casa no modifica ni afecta los derechos y garantías establecidos en las normas laborales ni las condiciones laborales establecidas o pactadas al inicio de la relación laboral.”

English translation: “The authorization of work from home does not modify or affect the rights and guarantees established in labor norms nor the labor conditions established or agreed at the beginning of the employment relationship.”

Source: Decreto 649 de 2022, Artículo 2.2.1.6.7.4, Parágrafo, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30044114

8.5 Voluntary Nature – Trabajo Remoto

Trabajo remoto is established at contract inception and continues throughout the employment relationship. The voluntary nature is established through the mutual agreement to form a contract with remote execution from the outset.

Article 7 of Ley 2121 de 2021:

Contract formation requires electronic or digital signature of both parties, evidencing mutual consent to the remote work arrangement.

Source: Ley 2121 de 2021, Artículo 7, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/30042108

Written Agreement Requirements

9.1 Teletrabajo Contract Requirements

Article 2.2.1.5.4 of Decreto 1227 de 2022 establishes:

“El contrato laboral o acto administrativo de vinculación que se genere en esta forma de organización laboral debe cumplir con los requisitos establecidos en el artículo 39 del Código Sustantivo del Trabajo y de la Seguridad Social para quienes les son aplicables normas de derecho privado, y en las disposiciones vigentes que rigen las relaciones con los servidores públicos, y con las garantías a que se refiere el artículo 6° de la Ley 1221 de 2008, y especialmente deberá indicar:”

English translation: “The labor contract or administrative act of employment that is generated in this form of labor organization must comply with the requirements established in Article 39 of the Substantive Labor Code and Social Security for those to whom private law norms are applicable, and in the provisions in force that govern relationships with public servants, and with the guarantees referred to in Article 6 of Law 1221 of 2008, and must especially indicate:”

Required contract elements:

“1. Las condiciones necesarias para la ejecución de las funciones asignadas, los medios tecnológicos y de ambiente requeridos, así como la descripción de equipos y programas informáticos, junto con las restricciones y las responsabilidades que pueda acarrear su incumplimiento.”

English translation: “1. The necessary conditions for the execution of assigned functions, the required technological and environmental means, as well as the description of equipment and computer programs, together with the restrictions and responsibilities that their non-compliance may entail.”

“2. La modalidad de teletrabajo a ejecutar y la jornada semanal aplicable.”

English translation: “2. The telework modality to be executed and the applicable weekly workday.”

“3. El derecho a la desconexión laboral de conformidad con lo establecido en la Ley 2191 de 2022 o las normas que la modifiquen, adicionen o sustituyan.”

English translation: “3. The right to labor disconnection in accordance with what is established in Law 2191 of 2022 or the norms that modify, add to or replace it.”

“4. Los mecanismos de evaluación, seguimiento y supervisión del trabajo remoto ejecutado.”

English translation: “4. The mechanisms for evaluation, monitoring and supervision of the remote work executed.”

“5. Las medidas de seguridad informática que debe conocer y cumplir el teletrabajador.”

English translation: “5. The computer security measures that the teleworker must know and comply with.”

“6. Condiciones de pago de auxilio de teletrabajo, cuando este proceda en los términos de las normas vigentes.”

English translation: “6. Conditions of payment of telework assistance, when this proceeds in the terms of the regulations in force.”

Source: Decreto 1227 de 2022, Artículo 2.2.1.5.4, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30044448

9.2 Additional Teletrabajo Contract Provisions

Article 2.2.1.5.4, Parágrafo of Decreto 1227 de 2022:

“Las partes podrán acordar la modalidad de alternancia del teletrabajo, en los términos definidos en el presente decreto.”

English translation: “The parties may agree on the alternation modality of telework, in the terms defined in this decree.”

Source: Decreto 1227 de 2022, Artículo 2.2.1.5.4, Parágrafo, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30044448

9.3 Trabajo en Casa – Written Authorization

Article 2.2.1.6.7.5 of Decreto 649 de 2022 establishes:

The employer must formalize trabajo en casa through a written document containing:

“1. El (los) cargo(s) cuya(s) función(es) o actividades serán habilitadas bajo la modalidad de trabajo en casa.”

English translation: “1. The position(s) whose function(s) or activities will be authorized under the work from home modality.”

“2. Las circunstancias ocasionales, excepcionales o especiales que lo ameritan, con indicación de las fechas o periodos de tiempo probable en que estaría habilitado el trabajo en casa.”

English translation: “2. The occasional, exceptional or special circumstances that warrant it, with indication of the dates or probable time periods in which work from home would be authorized.”

“3. Los derechos, obligaciones y garantías para el trabajador relacionados con la modalidad de trabajo en casa, de acuerdo con lo establecido en la Ley 2088 de 2021 y en el presente capítulo.”

English translation: “3. The rights, obligations and guarantees for the worker related to the work from home modality, according to what is established in Law 2088 of 2021 and in this chapter.”

“4. El derecho a la desconexión laboral, de conformidad con lo dispuesto en la Ley 2191 de 2022.”

English translation: “4. The right to labor disconnection, in accordance with the provisions of Law 2191 of 2022.”

“5. Los canales de denuncia y queja para presentar inquietudes o reclamos por violación al derecho de desconexión laboral y/o acoso laboral, de conformidad con lo dispuesto en la Ley 2191 de 2022 y en la Ley 1010 de 2006, respectivamente.”

English translation: “5. The channels for reporting and complaints to present concerns or claims for violation of the right to labor disconnection and/or workplace harassment, in accordance with the provisions of Law 2191 of 2022 and Law 1010 of 2006, respectively.”

“6. La dirección desde la cual se ejecutará la labor contratada, la cual debe ser informada por el empleador a la Administradora de Riesgos Laborales, así como cualquier modificación a ella.”

English translation: “6. The address from which the contracted work will be executed, which must be informed by the employer to the Occupational Risk Administrator, as well as any modification to it.”

“7. En caso de que el trabajador disponga de sus propios equipos para desarrollar la labor contratada, debe dejarse constancia del mutuo acuerdo existente para ello.”

English translation: “7. In case the worker has their own equipment to develop the contracted work, there must be a record of the existing mutual agreement for this.”

“8. En caso de que los equipos sean suministrados por el empleador, debe señalarse la relación de equipos, herramientas tecnológicas, instrumentos, equipos, conexiones y programas, así como las responsabilidades en cuanto a la custodia de los elementos de trabajo y el procedimiento para la entrega y su devolución por parte del trabajador.”

English translation: “8. In case the equipment is supplied by the employer, the list of equipment, technological tools, instruments, equipment, connections and programs must be indicated, as well as the responsibilities regarding custody of work elements and the procedure for delivery and return by the worker.”

Source: Decreto 649 de 2022, Artículo 2.2.1.6.7.5, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30044114

9.4 Trabajo Remoto Contract Requirements

Article 2.2.1.6.6.3 of Decreto 555 de 2022:

The remote work contract or administrative act must include:

“1. Las condiciones necesarias para la ejecución de las funciones asignadas, los medios tecnológicos y de ambiente requeridos.”

English translation: “1. The necessary conditions for the execution of assigned functions, the required technological and environmental means.”

“2. Las funciones que se ejecutarán de manera remota.”

English translation: “2. The functions that will be executed remotely.”

“3. Las herramientas tecnológicas y equipos (hardware y software) que se utilizarán para la ejecución del trabajo remoto, así como las restricciones y responsabilidades que pueda acarrear su incumplimiento.”

English translation: “3. The technological tools and equipment (hardware and software) that will be used for the execution of remote work, as well as the restrictions and responsibilities that their non-compliance may entail.”

“4. La jornada laboral semanal aplicable de conformidad con las normas que regulan la materia.”

English translation: “4. The applicable weekly work schedule in accordance with the norms that regulate the matter.”

“5. Las medidas de seguridad informática que debe conocer y cumplir el trabajador remoto.”

English translation: “5. The computer security measures that the remote worker must know and comply with.”

“6. Las circunstancias excepcionales en que se podrá requerir al trabajador para que concurra al centro de trabajo, de acuerdo con lo señalado en el artículo 16 de la Ley 2121 de 2021. Dentro de estas, podrán incluirse la ejecución de actividades recreativas, culturales y de bienestar a las que el trabajador deba asistir al centro de trabajo o al sitio recreativo que el empleador disponga.”

English translation: “6. The exceptional circumstances in which the worker may be required to attend the workplace, according to what is indicated in article 16 of Law 2121 of 2021. Within these, the execution of recreational, cultural and welfare activities to which the worker must attend the workplace or the recreational site that the employer provides may be included.”

Parágrafo:

“Todas las etapas precontractuales y contractuales deberán realizarse de manera virtual, a través del uso de las tecnologías de la información y las comunicaciones, sin costo alguno para el trabajador.”

English translation: “All pre-contractual and contractual stages must be carried out virtually, through the use of information and communications technologies, at no cost to the worker.”

Source: Decreto 555 de 2022, Artículo 2.2.1.6.6.3, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Decretos/30044060

9.5 Electronic Signature Requirements – Trabajo Remoto

Article 7, Parágrafo 1 of Ley 2121 de 2021:

Electronic signature must comply with Ley 527 de 1999 and Decreto 526 de 2021 requirements.

Source: Ley 2121 de 2021, Artículo 7, Parágrafo 1, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/30042108

Employer Legal Obligations

10.1 General Employer Obligations – Teletrabajo

Article 6, numeral 6 of Ley 1221 de 2008:

“6. Los empleadores deberán proveer y garantizar el mantenimiento de los equipos de los teletrabajadores, conexiones, programas, valor de la energía, desplazamientos ordenados por él, necesarios para desempeñar sus funciones.”

English translation: “6. Employers must provide and guarantee the maintenance of teleworkers’ equipment, connections, programs, energy value, displacements ordered by them, necessary to perform their functions.”

Source: Ley 1221 de 2008, Artículo 6, numeral 6, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/1675702

10.2 Specific Employer Obligations – Teletrabajo (Decreto 1227 de 2022)

Article 2.2.1.5.19 establishes employer obligations:

“1. Garantizar el pago de todos los derechos laborales y prestaciones sociales, proporcionales al salario y al tiempo laborado, de conformidad con la legislación laboral vigente.”

English translation: “1. Guarantee payment of all labor rights and social benefits, proportional to salary and time worked, in accordance with current labor legislation.”

“1.1. Determinar el valor del auxilio mensual de teletrabajo con el fin de compensar o pagar los costos de los servicios de energía, internet e implementos requeridos para el desarrollo de las labores. El pago será determinado entre las partes y podrá ser pactado con una periodicidad mensual.”

English translation: “1.1. Determine the value of the monthly telework allowance in order to compensate or pay the costs of energy, internet and implements required for the development of the work. Payment will be determined between the parties and may be agreed with a monthly periodicity.”

“1.2. Garantizar el pago del valor de desplazamientos que ordene, siempre que se requiera al teletrabajador la asistencia al centro de trabajo.”

English translation: “1.2. Guarantee payment of the value of displacements ordered, whenever the teleworker is required to attend the workplace.”

“1.3. Garantizar el derecho a todos los mecanismos de participación sindical y colectiva de conformidad con lo establecido en el artículo 6° de la Ley 1221 de 2008.”

English translation: “1.3. Guarantee the right to all union and collective participation mechanisms in accordance with what is established in article 6 of Law 1221 of 2008.”

“1.4. Proveer y garantizar el mantenimiento de los equipos de los teletrabajadores, conexiones y programas necesarios para el desempeño de sus funciones, en caso de que el empleador sea quien provea estos elementos.”

English translation: “1.4. Provide and guarantee maintenance of teleworkers’ equipment, connections and programs necessary for performance of their functions, in case the employer is the one who provides these elements.”

“1.5. Garantizar el derecho a la formación y a la certificación de competencias.”

English translation: “1.5. Guarantee the right to training and certification of competencies.”

“1.6. Permitir el ejercicio del derecho de asociación y del derecho de reunión en las instalaciones de la empresa.”

English translation: “1.6. Allow the exercise of the right of association and the right of assembly in the company’s facilities.”

“1.7. Garantizar el derecho a la desconexión laboral y evitar los impactos que se pueden generar en la salud mental y en el equilibrio emocional de los teletrabajadores, de acuerdo con lo dispuesto en la Ley 2191 de 2022 y las normas que la modifiquen, sustituyan y adicionen.”

English translation: “1.7. Guarantee the right to labor disconnection and avoid the impacts that can be generated on mental health and emotional balance of teleworkers, in accordance with the provisions of Law 2191 of 2022 and the norms that modify, replace and add to it.”

“1.8. Ordenar la realización de evaluaciones médicas ocupacionales, de acuerdo con lo establecido en la Resolución 2346 de 2007 o la norma que modifique adicione o sustituya.”

English translation: “1.8. Order the performance of occupational medical evaluations, in accordance with what is established in Resolution 2346 of 2007 or the norm that modifies, adds to or replaces it.”

“1.9. Capacitar al teletrabajador de manera previa a la implementación de la modalidad, en actividades de prevención y promoción en riesgos laborales, principalmente en el autocuidado, en el cuidado de la salud mental y factores de riesgo ergonómico o biomecánico, así como uso y apropiación de TIC y seguridad informática.”

English translation: “1.9. Train the teleworker prior to implementation of the modality, in prevention and promotion activities in occupational risks, mainly in self-care, in mental health care and ergonomic or biomechanical risk factors, as well as use and appropriation of ICT and computer security.”

“1.10. Comunicar por escrito al trabajador las funciones que ejecutará en la modalidad de teletrabajo.”

English translation: “1.10. Communicate in writing to the worker the functions that will be executed in the telework modality.”

Source: Decreto 1227 de 2022, Artículo 2.2.1.5.19, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30044448

10.3 Internal Telework Policy Requirement

Article 2.2.1.5.6 of Decreto 1227 de 2022:

“Los empleadores que implementen teletrabajo deben adoptar una Política Interna de Teletrabajo. En la política deberán contemplarse como mínimo los siguientes aspectos:”

English translation: “Employers that implement telework must adopt an Internal Telework Policy. The policy must contemplate at a minimum the following aspects:”

“1. Los criterios de selección para optar por el teletrabajo.”

English translation: “1. The selection criteria to opt for telework.”

“2. Garantías de igualdad en las condiciones de teletrabajo y trabajo presencial, especialmente en relación con el salario y demás prestaciones, sistemas de evaluación de resultados, promociones, ascensos, capacitación y formación, entre otros.”

English translation: “2. Guarantees of equality in telework and in-person work conditions, especially in relation to salary and other benefits, results evaluation systems, promotions, advancements, training and education, among others.”

“3. El derecho a la desconexión laboral y medidas para garantizar su cumplimiento, de acuerdo con lo dispuesto en la Ley 2191 de 2022 y las normas que la modifiquen, sustituyan y adicionen.”

English translation: “3. The right to labor disconnection and measures to guarantee its compliance, in accordance with the provisions of Law 2191 of 2022 and the norms that modify, replace and add to it.”

“4. Las condiciones de seguridad y salud en el trabajo que deberán cumplirse.”

English translation: “4. The occupational safety and health conditions that must be met.”

“5. La reversibilidad del teletrabajo.”

English translation: “5. The reversibility of telework.”

Source: Decreto 1227 de 2022, Artículo 2.2.1.5.6, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30044448

10.4 Employer Obligations – Trabajo Remoto

Article 2.2.1.6.6.4 of Decreto 555 de 2022:

“1. Allegar a la Administradora de Riesgos Laborales la copia del contrato de trabajo del trabajador remoto y diligenciar el formulario adoptado para tal fin y suministrado por la Administradora de Riesgos Laborales.”

English translation: “1. Submit to the Occupational Risk Administrator a copy of the remote worker’s employment contract and complete the form adopted for this purpose and supplied by the Occupational Risk Administrator.”

“2. Suministrar los equipos e implementos de trabajo necesarios para el desarrollo de las funciones y los medios tecnológicos y recursos que permitan mantener comunicación constante con el trabajador remoto, salvo cuando de manera expresa y voluntaria el trabajador remoto opte por el uso de sus propias herramientas de trabajo y equipos e implementos de trabajo, según se establece en el literal f) del artículo 3° de la Ley 2121 de 2021.”

English translation: “2. Provide work equipment and implements necessary for the development of functions and the technological means and resources that allow maintaining constant communication with the remote worker, except when expressly and voluntarily the remote worker opts for the use of their own work tools and work equipment and implements, as established in literal f) of article 3 of Law 2121 of 2021.”

“3. Pagar un auxilio mensual que compense los costos de internet, telefonía y energía. Este valor no podrá ser inferior al valor del auxilio de transporte definido por el Gobierno nacional. El auxilio deberá fijarse de mutuo acuerdo y de conformidad con lo establecido en el artículo 4° de la Ley 2121 de 2021.”

English translation: “3. Pay a monthly allowance that compensates the costs of internet, telephone and energy. This value may not be less than the value of the transportation allowance defined by the National Government. The allowance must be fixed by mutual agreement and in accordance with what is established in article 4 of Law 2121 of 2021.”

Source: Decreto 555 de 2022, Artículo 2.2.1.6.6.4, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Decretos/30044060

Equipment and Expense Legal Requirements

11.1 Equipment Provision – Teletrabajo

Article 6, numeral 6 of Ley 1221 de 2008:

“Los empleadores deberán proveer y garantizar el mantenimiento de los equipos de los teletrabajadores, conexiones, programas, valor de la energía, desplazamientos ordenados por él, necesarios para desempeñar sus funciones.”

English translation: “Employers must provide and guarantee the maintenance of teleworkers’ equipment, connections, programs, energy value, displacements ordered by them, necessary to perform their functions.”

Source: Ley 1221 de 2008, Artículo 6, numeral 6, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/1675702

11.2 Telework Allowance (Auxilio de Teletrabajo)

Article 2.2.1.5.19, numeral 1.1 of Decreto 1227 de 2022:

“Determinar el valor del auxilio mensual de teletrabajo con el fin de compensar o pagar los costos de los servicios de energía, internet e implementos requeridos para el desarrollo de las labores. El pago será determinado entre las partes y podrá ser pactado con una periodicidad mensual.”

English translation: “Determine the value of the monthly telework allowance in order to compensate or pay the costs of energy, internet and implements required for the development of the work. Payment will be determined between the parties and may be agreed with a monthly periodicity.”

The allowance amount is determined by mutual agreement between employer and worker.

Source: Decreto 1227 de 2022, Artículo 2.2.1.5.19, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30044448

11.3 Equipment Provision – Trabajo Remoto

Article 3(f) of Ley 2121 de 2021:

The law establishes that remote workers may opt to use their own work tools and equipment, with written agreement documenting this arrangement.

Article 4 of Ley 2121 de 2021 establishes mutual agreements regarding:

“Fijar de mutuo acuerdo, el valor mensual de compensación por el uso de las herramientas de trabajo del trabajador.”

English translation: “Fix by mutual agreement, the monthly compensation value for the use of the worker’s work tools.”

Source: Ministerio del Trabajo, “Mintrabajo expidió Decreto que regula el Trabajo Remoto,” April 11, 2022, https://www.mintrabajo.gov.co/prensa/comunicados/2022/abril/mintrabajo-expidio-decreto-que-regula-el-trabajo-remoto

11.4 Mandatory Allowance – Trabajo Remoto

Article 2.2.1.6.6.4, numeral 3 of Decreto 555 de 2022:

“Pagar un auxilio mensual que compense los costos de internet, telefonía y energía. Este valor no podrá ser inferior al valor del auxilio de transporte definido por el Gobierno nacional.”

English translation: “Pay a monthly allowance that compensates the costs of internet, telephone and energy. This value may not be less than the value of the transportation allowance defined by the National Government.”

Minimum allowance: Not less than the legal transportation allowance (auxilio de transporte)

Determination: Fixed by mutual agreement between parties, respecting the minimum threshold

Source: Decreto 555 de 2022, Artículo 2.2.1.6.6.4, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Decretos/30044060

11.5 Digital Connectivity Allowance – Trabajo en Casa

Article 6 of Ley 2088 de 2021:

“Los trabajadores que devenguen hasta dos SMMLV y que se les reconozca el auxilio de transporte, recibirán este pago a título de auxilio de conectividad digital durante el tiempo que presten sus servicios bajo la habilitación de trabajo en casa. En este caso, los dos auxilios económicos no serán acumulables.”

English translation: “Workers who earn up to two SMMLV and who are recognized the transportation allowance, will receive this payment as a digital connectivity allowance during the time they provide their services under the work from home authorization. In this case, the two economic allowances will not be cumulative.”

This provision applies to workers earning up to two times the minimum monthly legal wage (SMMLV) who would otherwise receive transportation allowance.

Source: Ministerio del Trabajo, “Presidente sancionó la Ley de Trabajo en Casa,” May 13, 2021, https://www.mintrabajo.gov.co/prensa/comunicados/2021/mayo/presidente-sanciono-la-ley-de-trabajo-en-casa

Working Hours and Overtime Regulations

12.1 Maximum Weekly Workday

Article 161 of Código Sustantivo del Trabajo establishes:

Maximum ordinary workday: 47 hours per week

This maximum applies to all employment relationships in Colombia, including teletrabajo, trabajo en casa, and trabajo remoto.

Source: Código Sustantivo del Trabajo, Artículo 161

12.2 Constitutional Court Decision on Working Hours

Sentencia C-103 de 2021 ruled:

The Court declared INEXEQUIBLE the provision that conditioned overtime payment on verifiability of the workday, establishing that:

Maximum weekly workday applies to all telework
Work beyond the maximum must be recognized and paid
Flexibility in time distribution does not eliminate the maximum limit

Source: Corte Constitucional, Sentencia C-103 de 2021, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30041633

12.3 Flexibility in Teletrabajo

Article 2.2.1.5.17 of Decreto 1227 de 2022:

“Las partes procurarán la flexibilización respecto del tiempo y modo en el desempeño de la labor contratada, siempre que se cumpla con la jornada laboral semanal establecida para servidores públicos y trabajadores del sector privado.”

English translation: “The parties shall seek flexibility regarding time and manner in the performance of the contracted work, provided that the weekly work schedule established for public servants and private sector workers is met.”

“Con este fin, se podrán acordar los esquemas de cumplimiento y seguimiento de funciones, así como de tiempos de entregas de trabajos y de ejecución de labores.”

English translation: “For this purpose, the schemes of compliance and monitoring of functions, as well as times for delivery of work and execution of tasks, may be agreed.”

“La flexibilidad en el cumplimiento del horario de trabajo no podrá afectar el descanso efectivo de los teletrabajadores, ni su derecho a la desconexión laboral, conforme con lo dispuesto en la Ley 2191 de 2022, el Código Sustantivo del Trabajo, los Convenios Internacionales en materia de jornada de trabajo ratificados por Colombia y las normas que adicionen, modifiquen o sustituyan.”

English translation: “Flexibility in compliance with the work schedule may not affect the effective rest of teleworkers, nor their right to labor disconnection, in accordance with the provisions of Law 2191 of 2022, the Substantive Labor Code, International Conventions on working hours ratified by Colombia and the norms that add, modify or replace.”

Source: Decreto 1227 de 2022, Artículo 2.2.1.5.17, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30044448

12.4 Flexible Hours – Trabajo Remoto

Article 4 of Ley 2121 de 2021 allows parties to agree:

“Acordar la posibilidad de desarrollar la labor contratada a través de horarios flexibles, siempre y cuando se dé cumplimiento a la jornada laboral semanal.”

English translation: “Agree on the possibility of developing the contracted work through flexible schedules, as long as compliance with the weekly work schedule is given.”

Flexible schedules permitted, but must respect:

Maximum 47-hour weekly workday
Right to disconnection
Effective rest periods

12.5 Overtime and Premium Pay

Article 6, Parágrafo of Ley 1221 de 2008 (as modified by Sentencia C-103 de 2021):

“Cuando el teletrabajador a petición del empleador se mantiene en la jornada laboral más de lo previsto en el artículo 161 del Código Sustantivo del Trabajo y de la Seguridad Social, o le asigna más trabajo del normal, el pago de horas extras, dominicales y festivos se le dará el mismo tratamiento de cualquier otro empleado.”

English translation: “When the teleworker at the employer’s request remains in the work schedule beyond what is provided in article 161 of the Substantive Labor Code and Social Security, or is assigned more work than normal, the payment of overtime, Sundays and holidays will be given the same treatment as any other employee.”

Overtime, Sunday work, and holiday work must be compensated at the same rates applicable to non-teleworkers.

Source: Ley 1221 de 2008, Artículo 6, Parágrafo (as modified by Sentencia C-103 de 2021), https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/1675702

Right to Disconnect (DESCONEXIÓN LABORAL)

13.1 Legal Framework

Ley 2191 de 2022 creates, regulates, and promotes labor disconnection for all workers in Colombia.

Enacted: January 6, 2022 Published: Diario Oficial No. 51.909, January 6, 2022 Applies to: All employment modalities including teletrabajo, trabajo en casa, and trabajo remoto

Source: Ley 2191 de 2022, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30043769

13.2 Definition of Right to Disconnect

Article 3 of Ley 2191 de 2022:

“Por su parte el empleador se abstendrá de formular órdenes u otros requerimientos al trabajador por fuera de la jornada laboral.”

English translation: “For its part the employer shall refrain from formulating orders or other requirements to the worker outside the work schedule.”

Source: Ley 2191 de 2022, Artículo 3, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30043769

13.3 Scope of Protection

Article 4 of Ley 2191 de 2022:

“Los trabajadores o servidores públicos gozarán del derecho a la desconexión laboral, el cual inicia una vez finalizada la jornada laboral. El ejercicio del mismo responderá a la naturaleza del cargo según corresponda al sector privado o público.”

English translation: “Workers or public servants shall enjoy the right to labor disconnection, which begins once the work schedule is finished. The exercise thereof shall respond to the nature of the position according to whether it corresponds to the private or public sector.”

“Asimismo, el empleador deberá garantizar que el trabajador o servidor público pueda disfrutar efectiva y plenamente del tiempo de descanso, licencias, permisos, vacaciones y de su vida personal y familiar.”

English translation: “Likewise, the employer must guarantee that the worker or public servant can enjoy effectively and fully the time of rest, licenses, permits, vacations and their personal and family life.”

Parágrafo 1:

“Será ineficaz cualquier cláusula o acuerdo que vaya en contra del objeto de esta ley o desmejore las garantías que aquí se establecen.”

English translation: “Any clause or agreement that goes against the purpose of this law or worsens the guarantees established here shall be ineffective.”

Parágrafo 2:

“La inobservancia del derecho a la desconexión laboral podrá constituir una conducta de acoso laboral, en los términos y de conformidad con lo establecido en la Ley 1010 de 2006.”

English translation: “Non-observance of the right to labor disconnection may constitute workplace harassment conduct, in the terms and in accordance with what is established in Law 1010 of 2006.”

Source: Ley 2191 de 2022, Artículo 4, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30043769

13.4 Mandatory Disconnection Policy

Article 5 of Ley 2191 de 2022:

“Toda persona natural o jurídica de naturaleza pública o privada, tendrá la obligación de contar con una política de desconexión laboral de reglamentación interna, la cual definirá por lo menos:”

English translation: “Every natural or legal person of public or private nature, shall have the obligation to have a labor disconnection policy of internal regulation, which shall define at least:”

“a) La forma cómo se garantizará y ejercerá tal derecho; incluyendo lineamientos frente al uso de las tecnologías de la información y las comunicaciones (TIC).”

English translation: “a) The way in which such right will be guaranteed and exercised; including guidelines regarding the use of information and communications technologies (ICT).”

“b). Un procedimiento que determine los mecanismos y medios para que los trabajadores o servidores públicos puedan presentar quejas frente a la vulneración del derecho, a nombre propio o de manera anónima.”

English translation: “b). A procedure that determines the mechanisms and means for workers or public servants to present complaints regarding violation of the right, in their own name or anonymously.”

“c) Un procedimiento interno para el trámite de las quejas que garantice el debido proceso e incluya mecanismos de solución del conflicto y verificación del cumplimiento de los acuerdos alcanzados y de la cesación de la conducta.”

English translation: “c) An internal procedure for processing complaints that guarantees due process and includes mechanisms for conflict resolution and verification of compliance with agreements reached and cessation of the conduct.”

Source: Ley 2191 de 2022, Artículo 5, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30043769

13.5 Exceptions to Right to Disconnect

Article 6 of Ley 2191 de 2022 establishes:

“No estarán sujetos a lo dispuesto en esta ley:”

English translation: “The following shall not be subject to the provisions of this law:”

“a. Los trabajadores que desempeñen cargos de dirección, confianza y manejo.”

English translation: “a. Workers who perform positions of direction, trust and management.”

However, constitutional jurisprudence has established limits on this exception to prevent abuse.

Source: Ley 2191 de 2022, Artículo 6, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30043769

13.6 Enforcement and Complaints

Article 7 of Ley 2191 de 2022:

“El trabajador o servidor público, que crea vulnerado su derecho a la desconexión laboral, según sea el caso podrá poner dicha situación en conocimiento del Inspector de Trabajo o de la Procuraduría General de la Nación con competencia en el lugar de los hechos.”

English translation: “The worker or public servant, who believes their right to labor disconnection has been violated, as the case may be, may bring this situation to the attention of the Labor Inspector or the Attorney General’s Office with jurisdiction in the place of the facts.”

“La denuncia deberá detallar los hechos, así como también anexar prueba sumaria de los mismos.”

English translation: “The complaint must detail the facts, as well as attach summary proof thereof.”

“El inspector o funcionario competente de la Procuraduría conminará preventivamente al empleador para que ponga en marcha los procedimientos referidos en el artículo 5° de la presente ley.”

English translation: “The inspector or competent official of the Attorney General’s Office shall preventively admonish the employer to implement the procedures referred to in article 5 of this law.”

Source: Ley 2191 de 2022, Artículo 7, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30043769

13.7 Integration with Remote Work Regulations

Decreto 1227 de 2022, Article 2.2.1.5.19, numeral 1.7:

“Garantizar el derecho a la desconexión laboral y evitar los impactos que se pueden generar en la salud mental y en el equilibrio emocional de los teletrabajadores, de acuerdo con lo dispuesto en la Ley 2191 de 2022 y las normas que la modifiquen, sustituyan y adicionen.”

English translation: “Guarantee the right to labor disconnection and avoid the impacts that can be generated on mental health and emotional balance of teleworkers, in accordance with the provisions of Law 2191 of 2022 and the norms that modify, replace and add to it.”

Source: Decreto 1227 de 2022, Artículo 2.2.1.5.19, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30044448

Decreto 649 de 2022 requires trabajo en casa agreements to include right to disconnection provisions and complaint channels.

Ley 2121 de 2021, Article 17 establishes that employers must respect the right to disconnection when monitoring remote workers.

Health and Safety Legal Requirements

14.1 General Health and Safety Framework

All remote workers in Colombia are covered by the Sistema General de Riesgos Laborales (General System of Occupational Risks), regardless of modality (teletrabajo, trabajo en casa, or trabajo remoto).

Article 6, numeral 9 of Ley 1221 de 2008:

“9. El empleador deberá incorporar en el reglamento de trabajo o mediante resolución, las condiciones especiales para que opere el teletrabajo en la empresa privada o entidad pública.”

English translation: “9. The employer must incorporate in the work regulations or through resolution, the special conditions for telework to operate in the private company or public entity.”

Source: Ley 1221 de 2008, Artículo 6, numeral 9, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/1675702

14.2 Occupational Risk Administrator (ARL) Coverage

Article 6, numeral 11 of Ley 1221 de 2008:

“11. El empleador deberá afiliar a sus teletrabajadores al Sistema General de Riesgos Profesionales conforme a la normatividad vigente.”

English translation: “11. The employer must affiliate their teleworkers to the General System of Occupational Risks in accordance with current regulations.”

Source: Ley 1221 de 2008, Artículo 6, numeral 11, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/1675702

All teleworkers, remote workers, and workers performing trabajo en casa must be registered with an Administradora de Riesgos Laborales (ARL) – Occupational Risk Administrator.

14.3 ARL Notification Requirements – Teletrabajo

Article 2.2.1.5.11 of Decreto 1227 de 2022:

Employers must submit to the ARL:

Copy of telework contract or administrative act
Complete the form adopted for this purpose and supplied by the ARL
Address where telework will be performed
Any modifications to the work address

Source: Decreto 1227 de 2022, Artículo 2.2.1.5.11, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30044448

14.4 ARL Notification Requirements – Trabajo Remoto

Article 2.2.1.6.6.4, numeral 1 of Decreto 555 de 2022:

“Allegar a la Administradora de Riesgos Laborales la copia del contrato de trabajo del trabajador remoto y diligenciar el formulario adoptado para tal fin y suministrado por la Administradora de Riesgos Laborales.”

English translation: “Submit to the Occupational Risk Administrator a copy of the remote worker’s employment contract and complete the form adopted for this purpose and supplied by the Occupational Risk Administrator.”

Source: Decreto 555 de 2022, Artículo 2.2.1.6.6.4, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Decretos/30044060

14.5 Occupational Medical Evaluations

Article 2.2.1.5.19, numeral 1.8 of Decreto 1227 de 2022:

“Ordenar la realización de evaluaciones médicas ocupacionales, de acuerdo con lo establecido en la Resolución 2346 de 2007 o la norma que modifique adicione o sustituya. Las evaluaciones médicas ocupacionales podrán ser realizadas por telemedicina conforme con lo establecido en la Ley 1419 de 2010 y la Resolución 2654 de 2019 del Ministerio de Salud y Protección Social, o la norma que lo modifique o sustituya.”

English translation: “Order the performance of occupational medical evaluations, in accordance with what is established in Resolution 2346 of 2007 or the norm that modifies, adds to or replaces it. Occupational medical evaluations may be performed by telemedicine in accordance with what is established in Law 1419 of 2010 and Resolution 2654 of 2019 of the Ministry of Health and Social Protection, or the norm that modifies or replaces it.”

Source: Decreto 1227 de 2022, Artículo 2.2.1.5.19, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30044448

14.6 Training Requirements

Article 2.2.1.5.19, numeral 1.9 of Decreto 1227 de 2022:

“Capacitar al teletrabajador de manera previa a la implementación de la modalidad, en actividades de prevención y promoción en riesgos laborales, principalmente en el autocuidado, en el cuidado de la salud mental y factores de riesgo ergonómico o biomecánico, así como uso y apropiación de TIC y seguridad informática.”

English translation: “Train the teleworker prior to implementation of the modality, in prevention and promotion activities in occupational risks, mainly in self-care, in mental health care and ergonomic or biomechanical risk factors, as well as use and appropriation of ICT and computer security.”

Training topics must include:

Self-care practices
Mental health care
Ergonomic and biomechanical risk factors
ICT use and appropriation
Computer security

Source: Decreto 1227 de 2022, Artículo 2.2.1.5.19, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30044448

14.7 Work Accident Coverage

Article 6, numeral 3 of Ley 1221 de 2008:

“3. Los accidentes ocurridos en ejecución del teletrabajo en los horarios pactados en el contrato de trabajo, que se susciten en la ejecución del mismo, serán reconocidos como laborales, siempre y cuando no sobrevenga una causa extraña no relacionada directamente con la ejecución del teletrabajo.”

English translation: “3. Accidents occurring in the execution of telework during the hours agreed in the employment contract, that arise in the execution thereof, shall be recognized as occupational, provided that a foreign cause not directly related to the execution of telework does not intervene.”

Source: Ley 1221 de 2008, Artículo 6, numeral 3, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/1675702

14.8 Health Coverage – Trabajo en Casa

Article 6 of Ley 2088 de 2021:

“Durante el tiempo laborado de manera remota, el trabajador también continuará amparado por las acciones de promoción y prevención, así como las prestaciones económicas y asistenciales en materia de riesgos laborales.”

English translation: “During the time worked remotely, the worker will also continue to be covered by promotion and prevention actions, as well as economic and assistance benefits in matters of occupational risks.”

14.9 Sistema de Gestión de Seguridad y Salud en el Trabajo (SG-SST)

The Sistema de Gestión de Seguridad y Salud en el Trabajo (Health and Safety at Work Management System) applies to all employers and workers, including those in remote work arrangements.

According to Ministerio del Trabajo:

The SG-SST must be implemented by all public and private employers and consists of a logical process developed in stages, based on continuous improvement, including policy, organization, planning, application, evaluation, auditing and improvement actions with the objective of anticipating, recognizing, evaluating and controlling risks that may affect safety and health in work spaces.

The system applies to:

All public and private employers
Dependent and independent workers
Cooperative workers
Mission workers
Contractors under any form of contract

Source: Ministerio del Trabajo, “Sistema de Gestión de Seguridad y Salud en el Trabajo,” https://www.mintrabajo.gov.co/relaciones-laborales/riesgos-laborales/sistema-de-gestion-de-seguridad-y-salud-en-el-trabajo

Data Protection and Privacy Requirements

15.1 Right to Privacy and Intimacy

Article 6, numeral 9 (i) of Ley 1221 de 2008:

“i) Respeto al derecho a la intimidad y privacidad del teletrabajador.”

English translation: “i) Respect for the right to intimacy and privacy of the teleworker.”

Source: Ley 1221 de 2008, Artículo 6, numeral 9(i), https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/1675702

15.2 Privacy Protection – Trabajo Remoto

Article 17 of Ley 2121 de 2021:

“El empleador se encuentra facultado y autorizado para controlar el cumplimiento de las obligaciones, funciones y deberes del trabajador remoto, mediante el uso de herramientas tecnológicas u otros medios o mecanismos, pero en todo caso, el empleador respetará la intimidad y privacidad del trabajador remoto, y el derecho a la desconexión laboral.”

English translation: “The employer is empowered and authorized to control the compliance with obligations, functions and duties of the remote worker, through the use of technological tools or other means or mechanisms, but in any case, the employer shall respect the intimacy and privacy of the remote worker, and the right to labor disconnection.”

Source: Ley 2121 de 2021, Artículo 17, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/30042108

15.3 Computer Security Requirements

Article 2.2.1.5.4, numeral 5 of Decreto 1227 de 2022:

Telework contracts must specify:

“Las medidas de seguridad informática que debe conocer y cumplir el teletrabajador.”

English translation: “The computer security measures that the teleworker must know and comply with.”

Source: Decreto 1227 de 2022, Artículo 2.2.1.5.4, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30044448

Article 2.2.1.6.6.3, numeral 5 of Decreto 555 de 2022:

Remote work contracts must include:

“Las medidas de seguridad informática que debe conocer y cumplir el trabajador remoto.”

English translation: “The computer security measures that the remote worker must know and comply with.”

Source: Decreto 555 de 2022, Artículo 2.2.1.6.6.3, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Decretos/30044060

15.4 Data Protection Compliance

Remote workers and employers must comply with Colombia’s data protection legislation:

Ley 1581 de 2012 (Personal Data Protection Law)
Decreto 1377 de 2013 (Regulatory Decree)

These laws establish requirements for collection, use, storage, and transmission of personal data.

Employee Legal Rights and Protections

16.1 Equal Treatment Principle

Article 6, numeral 2 of Ley 1221 de 2008:

“2. Los teletrabajadores gozarán de las garantías contenidas en el régimen laboral común, especialmente en materia salarial y de seguridad social.”

English translation: “2. Teleworkers shall enjoy the guarantees contained in the common labor regime, especially in salary and social security matters.”

Source: Ley 1221 de 2008, Artículo 6, numeral 2, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/1675702

16.2 Union and Association Rights

Article 6, numeral 10 of Ley 1221 de 2008:

“10. Los teletrabajadores estarán amparados por las garantías contenidas en la normatividad sobre libertad sindical para efectos de constituir sindicatos u organizaciones que defiendan sus intereses así como afiliarse o desafiliarse de estos.”

English translation: “10. Teleworkers shall be protected by the guarantees contained in the regulations on freedom of association for purposes of constituting unions or organizations that defend their interests as well as joining or leaving them.”

Article 2.2.1.5.19, numeral 1.3 of Decreto 1227 de 2022:

“Garantizar el derecho a todos los mecanismos de participación sindical y colectiva de conformidad con lo establecido en el artículo 6° de la Ley 1221 de 2008.”

English translation: “Guarantee the right to all union and collective participation mechanisms in accordance with what is established in article 6 of Law 1221 of 2008.”

Article 2.2.1.5.19, numeral 1.6 of Decreto 1227 de 2022:

“Permitir el ejercicio del derecho de asociación y del derecho de reunión en las instalaciones de la empresa.”

English translation: “Allow the exercise of the right of association and the right of assembly in the company’s facilities.”

Source: Decreto 1227 de 2022, Artículo 2.2.1.5.19, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30044448

16.3 Anti-Discrimination Protection

Article 6, numeral 2 of Ley 1221 de 2008:

Teleworkers have protection against discrimination in employment.

Article 2.2.1.5.6, numeral 2 of Decreto 1227 de 2022:

Internal Telework Policies must include:

“Garantías de igualdad en las condiciones de teletrabajo y trabajo presencial, especialmente en relación con el salario y demás prestaciones, sistemas de evaluación de resultados, promociones, ascensos, capacitación y formación, entre otros.”

English translation: “Guarantees of equality in telework and in-person work conditions, especially in relation to salary and other benefits, results evaluation systems, promotions, advancements, training and education, among others.”

Source: Decreto 1227 de 2022, Artículo 2.2.1.5.6, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30044448

16.4 Maternity Protection

Article 6, numeral 8(h) of Ley 1221 de 2008:

“h) La protección de la maternidad. Las teletrabajadoras tendrán derecho a retornar al mismo puesto de trabajo o a un puesto equivalente con la misma remuneración, al término de la licencia de maternidad.”

English translation: “h) The protection of maternity. Female teleworkers shall have the right to return to the same job position or to an equivalent position with the same remuneration, at the end of maternity leave.”

Source: Ley 1221 de 2008, Artículo 6, numeral 8(h), https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/1675702

16.5 Training and Development Rights

Article 2.2.1.5.19, numeral 1.5 of Decreto 1227 de 2022:

“Garantizar el derecho a la formación y a la certificación de competencias.”

English translation: “Guarantee the right to training and certification of competencies.”

Teleworkers have the same rights to training, professional development, and skill certification as workers in traditional arrangements.

Source: Decreto 1227 de 2022, Artículo 2.2.1.5.19, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30044448

16.6 No Worsening of Conditions – Trabajo en Casa

Article 1 of Ley 2088 de 2021:

“sin que conlleve variación de las condiciones laborales establecidas o pactadas al inicio de la relación laboral”

English translation: “without entailing variation of the labor conditions established or agreed at the beginning of the employment relationship”

Trabajo en casa cannot result in diminished labor conditions, salary, benefits, or rights.

Source: Ley 2088 de 2021, Artículo 1, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/30041682

16.7 Right to Disconnect Protection

As established in Ley 2191 de 2022, all workers have the right to disconnect from work during non-working hours, rest periods, vacations, and licenses. Violation of this right may constitute workplace harassment.

17.1 Social Security Affiliation

Article 6, numeral 11 of Ley 1221 de 2008:

“11. El empleador deberá afiliar a sus teletrabajadores al Sistema General de Riesgos Profesionales conforme a la normatividad vigente.”

English translation: “11. The employer must affiliate their teleworkers to the General System of Occupational Risks in accordance with current regulations.”

All remote workers must be affiliated to Colombia’s comprehensive social security system:

Sistema General de Pensiones (General Pension System)
Sistema General de Seguridad Social en Salud (General Health Social Security System)
Sistema General de Riesgos Laborales (General Occupational Risks System)

Source: Ley 1221 de 2008, Artículo 6, numeral 11, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/1675702

17.2 Social Security Coverage – Teletrabajo

Article 6, numeral 8(c) of Ley 1221 de 2008:

“c) La protección en materia de seguridad social (Sistema General de Pensiones, Sistema General de Seguridad Social en Salud y riesgos profesionales), de conformidad con lo previsto en la Ley 100 de 1993 y las normas que la modifiquen o adicionen o en las disposiciones que regulen los regímenes especiales.”

English translation: “c) Protection in social security matters (General Pension System, General Health Social Security System and occupational risks), in accordance with the provisions of Law 100 of 1993 and the norms that modify or add to it or in the provisions that regulate special regimes.”

Source: Ley 1221 de 2008, Artículo 6, numeral 8(c), https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/1675702

17.3 Transnational Teleworkers – Social Security

Article 2.2.1.5.3(d) of Decreto 1227 de 2022:

“d) Teletrabajo transnacional: es aquel en donde los teletrabajadores y teletrabajadoras de una relación laboral celebrada en Colombia laboran desde otro país, siendo responsabilidad del teletrabajador o teletrabajadora tener la situación migratoria regular, cuando aplique, y responsabilidad del empleador contar con un seguro que cubra al menos las prestaciones asistenciales en salud en caso de accidente o enfermedad. El empleador estará a cargo de las prestaciones económicas lo cual lo hará a través del Sistema de Seguridad Social Colombiano.”

English translation: “d) Transnational telework: is that in which teleworkers of an employment relationship entered into in Colombia work from another country, being the responsibility of the teleworker to have regular migratory status, when applicable, and responsibility of the employer to have insurance that covers at least health assistance benefits in case of accident or illness. The employer shall be in charge of economic benefits which it will do through the Colombian Social Security System.”

Source: Decreto 1227 de 2022, Artículo 2.2.1.5.3, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30044448

17.4 Tax Treatment – General Principles

Remote workers in Colombia are subject to Colombian tax legislation, including income tax (impuesto sobre la renta) and other applicable taxes.

The Dirección de Impuestos y Aduanas Nacionales (DIAN) administers tax collection. Colombia does not have a specific tax regime for remote workers; standard employment income tax rules apply.

Tax residence: Individuals may become Colombian tax residents based on criteria in Article 10 of the Estatuto Tributario (Tax Code), which would subject them to taxation on worldwide income.

Source: DIAN, Concepto 9079 de 2023, https://normograma.dian.gov.co/dian/compilacion/docs/oficio_dian_9079_2023.htm

17.5 Auxiliary Allowances – Tax Treatment

The telework allowance (auxilio de teletrabajo), remote work allowance, and digital connectivity allowance are compensatory payments for work-related expenses.

Article 6A of Ley 1221 de 2008 (added by Ley 2466 de 2025):

“El empleador deberá otorgar el reconocimiento de un auxilio de conectividad para teletrabajadores y teletrabajadoras que devenguen menos de dos (2) salarios mínimos legales mensuales vigentes, en reemplazo del auxilio de transporte. En todo caso, los teletrabajadores y teletrabajadoras, solo tendrán derecho a recibir uno de estos auxilios, independientemente de la modalidad de teletrabajo otorgado.”

English translation: “The employer must grant recognition of a connectivity allowance for teleworkers who earn less than two (2) current monthly minimum legal wages, in replacement of the transportation allowance. In any case, teleworkers shall only have the right to receive one of these allowances, regardless of the telework modality granted.”

Source: Ley 1221 de 2008, Artículo 6A (added 2025), http://www.secretariasenado.gov.co/senado/basedoc/ley_1221_2008.html

Registration and Compliance Requirements

18.1 Registration with Labor Inspectors – Teletrabajo

Article 7 of Ley 1221 de 2008:

“ARTÍCULO 7. REGISTRO DE TELETRABAJADORES. Todo empleador que contrate teletrabajadores, debe informar de dicha vinculación a los Inspectores de Trabajo del respectivo municipio y donde no existan estos, al Alcalde Municipal, para lo cual el Ministerio de la Protección deberá reglamentar el formulario para suministrar la información necesaria.”

English translation: “ARTICLE 7. REGISTRATION OF TELEWORKERS. Every employer that contracts teleworkers must inform of said linkage to the Labor Inspectors of the respective municipality and where these do not exist, to the Municipal Mayor, for which the Ministry of Protection must regulate the form to provide the necessary information.”

Source: Ley 1221 de 2008, Artículo 7, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/1675702

18.2 Reporting to Ministerio del Trabajo

According to Decreto 1227 de 2022:

“El empleador deberá informar al Ministerio del Trabajo el número de teletrabajadores para contar con un registro.”

English translation: “The employer must inform the Ministry of Labor of the number of teleworkers in order to have a record.”

The Ministerio del Trabajo provides a reporting format for this purpose:

Formato de Recolección de Información de Teletrabajadores

Employers can submit teleworker information via email to: mmanrique@mintrabajo.gov.co

Source: Ministerio del Trabajo, “Formato de Recolección de Información de Teletrabajadores,” https://www.mintrabajo.gov.co/relaciones-laborales/derechos-fundamentales-del-trabajo/teletrabajo/formato-de-recoleccion-de-informacion-de-teletrabajadores

18.3 ARL Registration

Employers must report teleworkers to their Administradora de Riesgos Laborales (ARL) at:

Initiation of telework arrangement
Change of work address
Termination of telework arrangement

18.4 Internal Telework Policy Requirement

Article 2.2.1.5.6 of Decreto 1227 de 2022:

“Los empleadores que implementen teletrabajo deben adoptar una Política Interna de Teletrabajo.”

English translation: “Employers that implement telework must adopt an Internal Telework Policy.”

This replaces the previous requirement to modify the Internal Work Regulations (Reglamento Interno de Trabajo).

Source: Decreto 1227 de 2022, Artículo 2.2.1.5.6, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30044448

18.5 Disconnection Policy Requirement

Article 5 of Ley 2191 de 2022:

“Toda persona natural o jurídica de naturaleza pública o privada, tendrá la obligación de contar con una política de desconexión laboral de reglamentación interna.”

English translation: “Every natural or legal person of public or private nature, shall have the obligation to have a labor disconnection policy of internal regulation.”

All employers (public and private) must adopt an internal labor disconnection policy.

Source: Ley 2191 de 2022, Artículo 5, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30043769

Enforcement Mechanisms and Penalties

19.1 Inspection and Oversight Authority

Article 5 of Ley 1221 de 2008:

“Así mismo, el Gobierno Nacional pondrá en funcionamiento un sistema de inspección, vigilancia y control para garantizar el cumplimiento de la legislación laboral en el marco del teletrabajo.”

English translation: “Likewise, the National Government shall put into operation a system of inspection, vigilance and control to guarantee compliance with labor legislation within the framework of telework.”

Source: Ley 1221 de 2008, Artículo 5, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/1675702

19.2 Ministerio del Trabajo Enforcement

Article 15 of Ley 2088 de 2021:

“El Ministerio de Trabajo ejercerá las funciones de inspección, vigilancia y control en el desarrollo de las actividades reguladas en la presente ley.”

English translation: “The Ministry of Labor shall exercise the functions of inspection, surveillance and control in the development of the activities regulated in this law.”

Source: Ley 2088 de 2021, Artículo 15, https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/30041682

The Ministerio del Trabajo has authority to:

Conduct inspections of telework arrangements
Investigate complaints
Issue orders to ensure compliance
Impose sanctions for violations

19.3 Right to Disconnect – Enforcement

Article 7 of Ley 2191 de 2022:

Enforcement process:

“El inspector o funcionario competente de la Procuraduría conminará preventivamente al empleador para que ponga en marcha los procedimientos referidos en el artículo 5° de la presente ley.”

Source: Ley 2191 de 2022, Artículo 7, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30043769

19.4 Workplace Harassment Sanctions

Article 4, Parágrafo 2 of Ley 2191 de 2022:

“La inobservancia del derecho a la desconexión laboral podrá constituir una conducta de acoso laboral, en los términos y de conformidad con lo establecido en la Ley 1010 de 2006.”

English translation: “Non-observance of the right to labor disconnection may constitute workplace harassment conduct, in the terms and in accordance with what is established in Law 1010 of 2006.”

Workplace harassment violations under Ley 1010 de 2006 carry sanctions including fines and potential criminal liability.

Source: Ley 2191 de 2022, Artículo 4, Parágrafo 2, https://www.suin-juriscol.gov.co/viewDocument.asp?id=30043769

19.5 Labor Rights Violations

Violations of remote workers’ labor rights may result in:

Administrative sanctions imposed by Ministerio del Trabajo
Fines based on severity and scope of violation
Orders to correct violations
Compensation to affected workers
In severe cases, criminal liability

Resources

20.1 Ministerio del Trabajo (Ministry of Labor)

Physical Address: Carrera 7 # 31-10 Edificio Worktech Center II P.H. – WTC Pisos 5, 8, 9, 10, 12, 17, 18, 19, 20, 21, 22, 23, 24 y 25 Bogotá, Colombia Código Postal: 110221

Telephone: PBX: (+57-1) 518-5830

Website: https://www.mintrabajo.gov.co

Telework Information: https://www.mintrabajo.gov.co/relaciones-laborales/derechos-fundamentales-del-trabajo/teletrabajo

Email for Teleworker Registration: mmanrique@mintrabajo.gov.co

Source: Ministerio del Trabajo, https://www.mintrabajo.gov.co

20.2 Ministerio de Tecnologías de la Información y las Comunicaciones (Ministry of ICT)

Telework Portal: https://www.teletrabajo.gov.co

This portal provides:

Free telework training and advisory services
Information on telework implementation
Resources for companies and workers
Telework statistics and studies

Source: Ministerio TIC, https://www.teletrabajo.gov.co

20.3 DANE – Departamento Administrativo Nacional de Estadística

Responsible for:

Official statistics on remote work implementation
Labor market data collection
Remote work data as required by Ley 2121 de 2021

Website: https://www.dane.gov.co

Source: DANE, https://www.dane.gov.co

20.4 DIAN – Dirección de Impuestos y Aduanas Nacionales

Responsible for:

Tax administration
Tax treatment of remote work compensation
Digital nomad regulations

Website: https://www.dian.gov.co

Source: DIAN, https://www.dian.gov.co

20.5 SUIN-JURISCOL – Sistema Único de Información Normativa

Official legal database: https://www.suin-juriscol.gov.co

Provides access to:

All Colombian laws and decrees
Court decisions
Official legislative texts
Legal compilations

Source: Ministerio de Justicia y del Derecho, https://www.suin-juriscol.gov.co

Primary Legislation

Ley 1221 de 2008 Title: Por la cual se establecen normas para promover y regular el Teletrabajo y se dictan otras disposiciones Enacted: July 16, 2008 Published: Diario Oficial No. 47.052 Official URL: https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/1675702

Ley 2088 de 2021 Title: Por la cual se regula el trabajo en casa y se dictan otras disposiciones Enacted: May 12, 2021 Published: Diario Oficial No. 51.680 Official URL: https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/30041682

Ley 2121 de 2021 Title: Por medio de la cual se crea el régimen de trabajo remoto y se establecen normas para promoverlo, regularlo y se dictan otras disposiciones Enacted: August 3, 2021 Published: Diario Oficial No. 51.780 Official URL: https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Leyes/30042108

Ley 2191 de 2022 Title: Por medio de la cual se crea el régimen de desconexión laboral y se dictan otras disposiciones Enacted: January 6, 2022 Published: Diario Oficial No. 51.909 Official URL: https://www.suin-juriscol.gov.co/viewDocument.asp?id=30043769

Regulatory Decrees

Decreto 884 de 2012 Title: Por medio del cual se reglamenta la Ley 1221 de 2008 y se dictan otras disposiciones Enacted: April 30, 2012 Compiled in: Decreto 1072 de 2015 Official URL: https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Decretos/1183842

Decreto 1227 de 2022 Title: Por el cual se modifican los artículos 2.2.1.5.3, 2.2.1.5.5, 2.2.1.5.8 y 2.2.1.5.9, y se adicionan los artículos 2.2.1.5.15 al 2.2.1.5.25 al Decreto 1072 de 2015, Único Reglamentario del Sector Trabajo, relacionados con el Teletrabajo Enacted: July 18, 2022 Published: Diario Oficial No. 52.094 Official URL: https://www.suin-juriscol.gov.co/viewDocument.asp?id=30044448

Decreto 555 de 2022 Title: Por el cual se adiciona la Sección 6 al Capítulo 6 del Título 1, Parte 2, Libro 2 del Decreto 1072 de 2015, Único Reglamentario del Sector Trabajo, y se reglamenta el artículo 17 de la Ley 2069 de 2020, y la Ley 2121 de 2021 y se regula el trabajo remoto Enacted: April 9, 2022 Published: Diario Oficial No. 51.998 Official URL: https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Decretos/30044060

Decreto 649 de 2022 Title: Por el cual se adiciona la Sección 7 al Capítulo 6 del Título 1 de la Parte 2 del Libro 2 del Decreto número 1072 de 2015, Único Reglamentario del Sector Trabajo, relacionado con la habilitación del trabajo en casa Enacted: April 27, 2022 Published: Diario Oficial No. 52.014 Official URL: https://www.suin-juriscol.gov.co/viewDocument.asp?id=30044114

Decreto 1072 de 2015 Title: Decreto Único Reglamentario del Sector Trabajo Enacted: May 26, 2015 Compilation of all labor sector regulations Official URL: https://www.mintrabajo.gov.co/normatividad/decreto-unico-reglamentario

Constitutional Court Decisions

Sentencia C-103 de 2021 Date: April 21, 2021 Magistrate: Alejandro Linares Cantillo Subject: Constitutionality of Ley 1221 de 2008, Article 6 Official URL: https://www.suin-juriscol.gov.co/viewDocument.asp?id=30041633

Código Sustantivo del Trabajo

Substantive Labor Code Contains fundamental labor law provisions Official URL: https://www.suin-juriscol.gov.co/viewDocument.asp?ruta=Codigo/30019323 Also available: https://www.mintrabajo.gov.co/normatividad/leyes-y-decretos-ley/codigo-sustantivo-del-trabajo

Government Institutions

Ministerio del Trabajo Website: https://www.mintrabajo.gov.co Telework page: https://www.mintrabajo.gov.co/relaciones-laborales/derechos-fundamentales-del-trabajo/teletrabajo

Ministerio de Tecnologías de la Información y las Comunicaciones Telework portal: https://www.teletrabajo.gov.co

SUIN-JURISCOL – Sistema Único de Información Normativa Website: https://www.suin-juriscol.gov.co Legal database with all Colombian laws and regulations

DANE – Departamento Administrativo Nacional de Estadística Website: https://www.dane.gov.co Official statistics entity

DIAN – Dirección de Impuestos y Aduanas Nacionales Website: https://www.dian.gov.co Tax administration authority

Frequently Asked Questions

21.1 General Questions

Q1: What is the difference between teletrabajo, trabajo en casa, and trabajo remoto?

Teletrabajo (Ley 1221 de 2008) is a permanent work organization using ICT, not requiring physical presence at a specific workplace. It can be autonomous, mobile, or supplementary, and is reversible.

Trabajo en casa (Ley 2088 de 2021) is temporary, occasional, or exceptional remote work authorized in response to specific circumstances. It does not modify the original contract and does not require teletrabajo formalities.

Trabajo remoto (Ley 2121 de 2021) is when the entire employment relationship, from inception to termination, is conducted remotely without any physical interaction between employer and worker.

Sources: Ley 1221 de 2008; Ley 2088 de 2021; Ley 2121 de 2021

Q2: Can an employer force a worker to do teletrabajo?

No. Teletrabajo must be voluntary and based on mutual agreement between employer and worker. It cannot be imposed unilaterally by either party.

Source: Decreto 1227 de 2022

Q3: Can a teleworker return to working at the company’s facilities?

Yes. Both employer and teleworker preserve the right to reversibility, meaning either party may request at any time definitive return to work at the company’s facilities.

Source: Decreto 1227 de 2022

Q4: Does teletrabajo apply to public sector workers?

Yes. Teletrabajo applies to both private sector workers and public servants (servidores públicos).

Source: Ley 1221 de 2008; Decreto 884 de 2012

Q5: What is the maximum weekly workday for teleworkers?

The maximum ordinary workday is 47 hours per week, as established in Article 161 of the Código Sustantivo del Trabajo. This applies to all workers including teleworkers, as confirmed by Constitutional Court Sentencia C-103 de 2021.

Source: Código Sustantivo del Trabajo, Art. 161; Sentencia C-103 de 2021

21.2 Rights and Obligations

Q6: Do teleworkers have the same labor rights as office workers?

Yes. Teleworkers have the same labor rights as workers in traditional arrangements, including salary, social security, vacation, bonuses, and all other legally mandated benefits.

Source: Ley 1221 de 2008, Artículo 6

Q7: Who provides the equipment for teletrabajo?

Generally, the employer must provide and maintain equipment, connections, programs, and cover energy costs and ordered travel necessary for the worker to perform their functions. However, parties may agree that the worker uses their own equipment with appropriate compensation.

Source: Ley 1221 de 2008, Artículo 6, numeral 6

Q8: What is the auxilio de teletrabajo?

The auxilio de teletrabajo is a monthly allowance to compensate or pay costs of energy, internet, and implements required for work. The amount is determined by mutual agreement between employer and worker.

Source: Decreto 1227 de 2022, Artículo 2.2.1.5.19

Q9: Are teleworkers entitled to overtime pay?

Yes. When a teleworker at the employer’s request works beyond the maximum weekly workday or is assigned more work than normal, overtime, Sunday work, and holiday work must be compensated at the same rates as any other employee.

Source: Ley 1221 de 2008, Artículo 6, Parágrafo (as modified by Sentencia C-103 de 2021)

Q10: Can teleworkers join unions?

Yes. Teleworkers have full rights to constitute, join, or leave unions and labor organizations, and to participate in their activities.

Source: Ley 1221 de 2008, Artículo 6, numeral 10

21.3 Right to Disconnect

Q11: What is the right to disconnect (derecho a la desconexión laboral)?

The right to disconnect is the right of all workers and public servants to not have contact, by any means or tool, for matters related to their work activity during hours outside the ordinary or maximum legal workday, nor during vacations or rest periods.

Source: Ley 2191 de 2022, Artículo 3

Q12: Can an employer contact a worker outside working hours?

No. The employer must refrain from formulating orders or other requirements to the worker outside the work schedule, except in limited exceptional circumstances.

Source: Ley 2191 de 2022, Artículo 3

Q13: What happens if an employer violates the right to disconnect?

Non-observance of the right to labor disconnection may constitute workplace harassment under Ley 1010 de 2006. Workers can file complaints with Labor Inspectors or the Attorney General’s Office.

Source: Ley 2191 de 2022, Artículos 4, 7

Q14: Must all employers have a disconnection policy?

Yes. Every natural or legal person of public or private nature must have an internal labor disconnection policy that defines how the right will be guaranteed and exercised.

Source: Ley 2191 de 2022, Artículo 5

Q15: Who is exempt from the right to disconnect?

Workers in positions of direction, trust, and management are exempt from the right to disconnect provisions, though constitutional jurisprudence has established limits on this exception.

Source: Ley 2191 de 2022, Artículo 6

21.4 Health and Safety

Q16: Are teleworkers covered by occupational risk insurance (ARL)?

Yes. Employers must affiliate teleworkers to the Sistema General de Riesgos Laborales (Occupational Risk System) in accordance with current regulations.

Source: Ley 1221 de 2008, Artículo 6, numeral 11

Q17: Are work accidents during teletrabajo covered?

Yes. Accidents occurring during execution of telework in the agreed hours are recognized as occupational, provided no foreign cause unrelated to telework execution intervenes.

Source: Ley 1221 de 2008, Artículo 6, numeral 3

Q18: Must employers provide health and safety training?

Yes. Employers must train teleworkers prior to implementation in prevention and promotion of occupational risks, self-care, mental health care, ergonomic risk factors, and computer security.

Source: Decreto 1227 de 2022, Artículo 2.2.1.5.19

Q19: Can occupational medical evaluations be done remotely?

Yes. Occupational medical evaluations may be performed by telemedicine in accordance with applicable regulations.

Source: Decreto 1227 de 2022, Artículo 2.2.1.5.19

Q20: Must the employer visit the teleworker’s home?

No. Decree 1227 de 2022 eliminated the requirement for prior workplace visits. Visits may be conducted virtually or in person by the employer with ARL advisory, with prior coordination with the worker, when determined necessary by either party.

Source: Decreto 1227 de 2022

21.5 Administrative Requirements

Q21: Must employers register teleworkers?

Yes. Employers must:

Inform Labor Inspectors of teleworker hiring
Report to the ARL
Inform Ministerio del Trabajo of the number of teleworkers

Source: Ley 1221 de 2008, Artículo 7; Decreto 1227 de 2022

Q22: What must a telework contract include?

At minimum:

Conditions for executing assigned functions
Technological and environmental means required
Telework modality and weekly workday
Right to labor disconnection
Evaluation and supervision mechanisms
Computer security measures
Payment conditions for telework allowance

Source: Decreto 1227 de 2022, Artículo 2.2.1.5.4

Q23: Must employers have an Internal Telework Policy?

Yes. Employers implementing telework must adopt an Internal Telework Policy covering selection criteria, equality guarantees, right to disconnect, health and safety conditions, and reversibility.

Source: Decreto 1227 de 2022, Artículo 2.2.1.5.6

Q24: Can contracts for trabajo remoto be signed electronically?

Yes. All pre-contractual and contractual stages must be carried out remotely using ICT. Contracts require electronic or digital signature compliant with Ley 527 de 1999.

Source: Ley 2121 de 2021, Artículo 7

Q25: Does trabajo en casa require the same formalities as teletrabajo?

No. Trabajo en casa is temporary, occasional, and exceptional, and does not require the formalities of teletrabajo. It requires written authorization but not all teletrabajo requirements.

Source: Decreto 649 de 2022

21.6 Trabajo Remoto

Q26: What distinguishes trabajo remoto from teletrabajo?

Trabajo remoto is conducted entirely remotely from contract inception to termination with no physical interaction between employer and worker ever. Teletrabajo may include some physical presence and can alternate between remote and office work.

Source: Ley 2121 de 2021, Artículo 3

Q27: What is the minimum allowance for trabajo remoto?

The employer must pay a monthly allowance compensating internet, telephone, and energy costs. This value cannot be less than the legal transportation allowance (auxilio de transporte) defined by the National Government.

Source: Decreto 555 de 2022, Artículo 2.2.1.6.6.4

Q28: Can a remote worker ever be required to attend the workplace?

Only in exceptional circumstances as established in Article 16 of Ley 2121 de 2021, which may include recreational, cultural, and welfare activities. The contract must specify these circumstances.

Source: Ley 2121 de 2021, Artículo 16; Decreto 555 de 2022

Q29: Can remote workers use their own equipment?

Yes. Remote workers may expressly and voluntarily opt to use their own work tools and equipment, with appropriate monthly compensation as agreed.

Source: Ley 2121 de 2021, Artículo 3(f); Ley 2121 de 2021, Artículo 4

Q30: Does trabajo remoto allow flexible schedules?

Yes. Parties may agree on flexible schedules, provided compliance with the weekly work schedule (maximum 47 hours per week).

Source: Ley 2121 de 2021, Artículo 4

21.7 Social Security and Taxes

Q31: Are teleworkers entitled to social security?

Yes. Teleworkers receive full social security protection including pensions, health, and occupational risks, in accordance with Ley 100 de 1993.

Source: Ley 1221 de 2008, Artículo 6, numeral 8(c)

Q32: How are transnational teleworkers covered?

For teleworkers whose contract was entered in Colombia but who work from another country: the worker must have regular migratory status (if applicable), the employer must have insurance covering at least health assistance benefits, and the employer is responsible for economic benefits through the Colombian Social Security System.

Source: Decreto 1227 de 2022, Artículo 2.2.1.5.3(d)

Q33: What taxes apply to remote workers in Colombia?

Remote workers are subject to standard Colombian tax legislation, including income tax. Colombia does not have a specific tax regime for remote workers. Tax residence is determined under Article 10 of the Estatuto Tributario.

Source: DIAN, Concepto 9079 de 2023

Q34: Is the telework allowance taxable?

The telework allowance is a compensatory payment for work-related expenses. Tax treatment follows standard rules for employment compensation.

Source: Decreto 1227 de 2022

Q35: Who earns the right to digital connectivity allowance for trabajo en casa?

Workers earning up to two minimum monthly legal wages (SMMLV) who would otherwise receive transportation allowance receive digital connectivity allowance instead during trabajo en casa. The two allowances are not cumulative.

Source: Ley 2088 de 2021, Artículo 6

21.8 Special Situations

Q36: Can pregnant workers do teletrabajo?

Yes. Female teleworkers have the right to return to the same position or equivalent position with same remuneration after maternity leave.

Source: Ley 1221 de 2008, Artículo 6, numeral 8(h)

Q37: Can workers with disabilities do teletrabajo?

Yes. Ley 1221 de 2008 includes specific provisions for telework for vulnerable populations including persons with disabilities. The Ministry of Labor must formulate specific policies for their incorporation into telework.

Source: Ley 1221 de 2008, Artículo 3, Parágrafo 1

Q38: Does teletrabajo apply during emergencies like COVID-19?

Teletrabajo can be implemented during emergencies. Decreto 1227 de 2022 defines “teletrabajo temporal o emergente” for specific situations such as health emergencies or natural disasters. However, this is distinct from trabajo en casa.

Source: Decreto 1227 de 2022, Artículo 2.2.1.5.3(e)

Q39: Can an employer monitor a teleworker’s activities?

Yes, but the employer must respect the worker’s intimacy and privacy, and the right to labor disconnection. Monitoring must be limited to verifying compliance with work obligations.

Source: Ley 2121 de 2021, Artículo 17

Q40: What recourse does a worker have if labor rights are violated?

Workers can:

File complaints with Labor Inspectors (Inspectores de Trabajo)
Contact Ministerio del Trabajo
For right to disconnect violations, contact Labor Inspectors or Attorney General’s Office
Seek legal counsel from a licensed labor law attorney

Source: Ley 1221 de 2008; Ley 2191 de 2022; Ley 2088 de 2021

Others

Legal Disclaimer: This guide provides general background information only and does not constitute legal, tax, or professional advice. Employment laws are complex and subject to interpretation. Consult licensed legal counsel and official state agencies for guidance specific to your situation.

Colombia Remote Work Laws 2026

⚠️Informational only — not legal or tax advice.

Table of Contents

Overview of Remote Work in Colombia

1.1 Three Distinct Legal Frameworks

1.2 Constitutional Foundation

1.3 Statistical Context

Legal Framework and Key Legislation

2.1 Hierarchy of Legal Norms

2.2 Primary Legislation for Teletrabajo

2.3 Regulatory Decree for Teletrabajo

2.4 Updated Teletrabajo Regulation

2.5 Primary Legislation for Trabajo en Casa

2.6 Regulatory Decree for Trabajo en Casa

2.7 Primary Legislation for Trabajo Remoto

2.8 Regulatory Decree for Trabajo Remoto

2.9 Right to Disconnect Legislation

2.10 Constitutional Court Decisions

2.11 Código Sustantivo del Trabajo

2.12 Decreto 1072 de 2015 – Único Reglamentario del Sector Trabajo

Three Distinct Modalities: Teletrabajo, Trabajo En Casa, and Trabajo Remoto

3.1 Critical Distinctions

3.2 Legal Basis for Distinction

Teletrabajo: Definition and Legal Framework

4.1 Official Definition

4.2 Teletrabajador Definition

4.3 Types of Teletrabajo

4.4 Essential Elements of Teletrabajo

4.5 What is NOT Teletrabajo

Trabajo En Casa: Definition and Legal Framework

5.1 Official Definition

5.2 Triggering Circumstances

5.3 Essential Characteristics

5.4 Distinction from Teletrabajo

Trabajo Remoto: Definition and Legal Framework

6.1 Official Definition

6.2 New Form of Contract Execution

6.3 Essential Elements

6.4 Scope of Application

6.5 Contract Formation

Applicability and Excluded Workers

7.1 General Applicability – Teletrabajo

7.2 Public and Private Sector Coverage – Teletrabajo

7.3 General Applicability – Trabajo en Casa

7.4 General Applicability – Trabajo Remoto

7.5 Transnational Teleworkers

Voluntariness and Reversibility Rights

8.1 Voluntary Nature – Teletrabajo

8.2 Reversibility – Teletrabajo

8.3 Voluntary Nature – Trabajo en Casa

8.4 No Contract Modification – Trabajo en Casa

8.5 Voluntary Nature – Trabajo Remoto

Written Agreement Requirements

9.1 Teletrabajo Contract Requirements

9.2 Additional Teletrabajo Contract Provisions

9.3 Trabajo en Casa – Written Authorization

9.4 Trabajo Remoto Contract Requirements

9.5 Electronic Signature Requirements – Trabajo Remoto

Employer Legal Obligations

10.1 General Employer Obligations – Teletrabajo

10.2 Specific Employer Obligations – Teletrabajo (Decreto 1227 de 2022)

10.3 Internal Telework Policy Requirement

10.4 Employer Obligations – Trabajo Remoto

Equipment and Expense Legal Requirements

11.1 Equipment Provision – Teletrabajo

11.2 Telework Allowance (Auxilio de Teletrabajo)

11.3 Equipment Provision – Trabajo Remoto

11.4 Mandatory Allowance – Trabajo Remoto

11.5 Digital Connectivity Allowance – Trabajo en Casa

Working Hours and Overtime Regulations

12.1 Maximum Weekly Workday

12.2 Constitutional Court Decision on Working Hours

12.3 Flexibility in Teletrabajo

12.4 Flexible Hours – Trabajo Remoto

12.5 Overtime and Premium Pay

Right to Disconnect (DESCONEXIÓN LABORAL)

13.1 Legal Framework

13.2 Definition of Right to Disconnect

13.3 Scope of Protection

13.4 Mandatory Disconnection Policy