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 period. This tiered approach balances employer flexibility with worker protections based on job stability and relationship duration.

Employers and payroll teams in Colombia must track employee tenure carefully to apply the correct notice period when initiating termination. The notice must be documented and communicated clearly to the employee, with the effective termination date calculated from the notice date. Failure to provide proper notice can result in additional severance obligations or legal claims. During the notice period, the employment relationship remains active, and the employer must continue paying wages and benefits. Payroll systems should flag tenure milestones to ensure compliance with the applicable notice requirement at the time of separation.