Notice period

In Colombia, the statutory notice period for contract termination is 15 days for employees with less than one year of service, and 30 days for employees with one year or more of service. This requirement applies to indefinite-term employment contracts and governs the advance warning an employer or employee must provide before ending the employment relationship.

The notice period rule is established under Colombian labour law and enforced by the Ministry of Labour. The regulation requires that notice be given before the end of the contract term, allowing both parties adequate time to prepare for separation and transition arrangements.

The 30-day notice period for longer-tenured employees reflects Colombian labour protections that increase with tenure. Employees who have completed one year of continuous service are entitled to this extended notice window, whereas newer employees benefit from a shorter 15-day notice requirement. This tiered approach balances employer flexibility with employee job security.

Employers and payroll teams in Colombia must track employee tenure carefully to apply the correct notice period when initiating termination. When an employee or employer decides to end an indefinite-term contract, the party initiating termination must provide written notice at least 15 or 30 days in advance, depending on the employee's length of service. Failure to provide proper notice may result in additional severance obligations or legal claims. Payroll records should document the notice date and the employee's start date to ensure compliance with the applicable statutory requirement.