Notice period

In Colombia, the statutory notice period for employment termination is 30 days, governed by the Colombian Labour Code (Código Sustantivo del Trabajo). This notice period applies when either an employer or employee wishes to terminate an indefinite employment contract without just cause.

The notice period requirement ensures both parties have adequate time to prepare for the end of the employment relationship. During the 30-day notice period, the employment contract remains active, and the employee continues to receive their full salary and benefits. The notice must be delivered in writing and clearly communicate the intention to terminate the contract, specifying the termination date.

A critical aspect of Colombian labour law is that if the required 30-day notice is not provided in advance, the employment agreement is automatically reactivated. This means that attempting to terminate without proper notice does not end the contract; instead, it continues as if the termination notice was never given. This automatic reactivation protects employees from abrupt dismissals and ensures compliance with statutory notice requirements.

The notice period does not apply in cases of termination for just cause (justa causa), such as serious misconduct, theft, or repeated violations of work rules. In such instances, immediate dismissal is permitted without advance notice.

Employers and payroll teams in Colombia must ensure that all terminations without just cause include written notice delivered at least 30 days before the intended separation date. Failure to comply with this requirement can result in legal disputes and the automatic continuation of the employment relationship, creating potential liability and payroll complications.