{"id":6933,"date":"2023-07-12T15:41:11","date_gmt":"2023-07-12T13:41:11","guid":{"rendered":"https:\/\/www.feliu.biz\/?p=6933"},"modified":"2023-10-20T13:14:20","modified_gmt":"2023-10-20T11:14:20","slug":"reduction-of-working-hours-in-colombia","status":"publish","type":"post","link":"https:\/\/www.feliu.biz\/en\/reduction-of-working-hours-in-colombia","title":{"rendered":"Reduction of the working hours in Colombia"},"content":{"rendered":"<p><span style=\"color: #000000;\">On Saturday, July 15, 2023, Law 2101 of 2021 took a momentous step towards reshaping Colombia&#8217;s labor landscape. This legal milestone, representing a pivotal moment in the country&#8217;s labor reform, signals the commencement of a carefully planned and gradual reduction in working hours. Over the span of the next three years, from 2023 to 2026, this transition will see a reduction from the previous 48 hours to a more manageable 42-hour workweek.<\/span><\/p>\n<h5><span style=\"color: #000000;\"><strong>Implications of the Workweek Reduction:<\/strong><\/span><\/h5>\n<ul>\n<li><span style=\"color: #000000;\"><strong>Maintaining Salary:<\/strong> Despite the reduction of the working hours, workers will not experience a decrease in their incomes. This crucial point ensures the financial well-being of employees remains intact.<\/span><\/li>\n<li><span style=\"color: #000000;\"><strong>Private Sector Flexibility:<\/strong> Private sector companies can implement this reduced working hours through agreements or collective bargaining, providing flexibility for employers and employees to adapt to the change.<\/span><\/li>\n<li><span style=\"color: #000000;\"><strong>Time Distribution:<\/strong> The workweek will be distributed to guarantee at least one day of rest each week. This means that hours will be spread across 5 to 6 days, offering a balance between work and leisure.<\/span><\/li>\n<li><span style=\"color: #000000;\"><strong>Flexible Daily Schedules:<\/strong> Employees can enjoy flexible daily schedules, with a minimum of 4 continuous hours and a maximum of 9 hours per day. This allows greater adaptability to individual worker needs.<\/span><\/li>\n<li><span style=\"color: #000000;\"><strong>Avoiding Double Shifts:<\/strong> In principle, double shifts on the same day will not be allowed, except for supervisory and trust roles, always with the worker&#8217;s consent.<\/span><\/li>\n<\/ul>\n<h5><span style=\"color: #000000;\"><strong>Consequences of Not Implementing the Workweek Reduction:<\/strong> <\/span><\/h5>\n<p><span style=\"color: #000000;\">If an organization fails to implement the reduced workweek, it may face legal challenges and significant risks, including:<\/span><\/p>\n<ol>\n<li><span style=\"color: #000000;\"><strong>Constructive Dismissal:<\/strong> Workers may resign due to reasons attributed to the employer, potentially leading to cases of constructive dismissal.<\/span><\/li>\n<li><span style=\"color: #000000;\"><strong>Common Grounds for Constructive Dismissal:<\/strong> Common reasons for constructive dismissal can include non-payment of wages or social benefits, worsening working conditions, failure to meet legal obligations, and, of course, non-compliance with the workweek reduction.<\/span><\/li>\n<li><span style=\"color: #000000;\"><strong>Legal Sanctions:<\/strong> The new labor law provides for penalties for organizations that do not implement the reduced workweek, which can result in costly legal and financial issues.<\/span><\/li>\n<li><span style=\"color: #000000;\"><strong>Worker Compensation:<\/strong> In the event of constructive dismissal, organizations may be required to pay compensation to the worker, depending on their salary and seniority.<\/span><\/li>\n<\/ol>\n<h5><span style=\"color: #000000;\"><strong>Compensation Details:<\/strong><\/span><\/h5>\n<ul>\n<li><span style=\"color: #000000;\"><strong>Workers with a salary below 10 legal monthly minimum wages:<\/strong> 30 days&#8217; salary if the worker has been employed for less than a year, and 30 days plus an additional 20 days for each subsequent year after the first.<\/span><\/li>\n<li><span style=\"color: #000000;\"><strong>Workers with a salary equal to or higher than 10 legal monthly minimum wages:<\/strong> 20 days&#8217; salary if the worker has been employed for less than a year, and 20 days plus an additional 15 days for each subsequent year after the first.<\/span><\/li>\n<\/ul>\n<h5><span style=\"color: #000000;\"><strong>Recommendations to Prevent Constructive Dismissal with the New Workweek:<\/strong><\/span><\/h5>\n<ul>\n<li><span style=\"color: #000000;\"><strong>Update the Internal Work Regulations:<\/strong> Ensure that the internal work regulations are updated to reflect the new work schedule.<\/span><\/li>\n<li><span style=\"color: #000000;\"><strong>Transparent Communication:<\/strong> Share and post the updated internal work regulations in a visible place for all employees.<\/span><\/li>\n<li><span style=\"color: #000000;\"><strong>Informative Meetings:<\/strong> Convene meetings with workers to share the new internal work regulations and ensure they are aware of the changes.<\/span><\/li>\n<li><span style=\"color: #000000;\"><strong>Attendance Record Signature:<\/strong> Make sure that workers sign an attendance record that includes the new internal work regulations.<\/span><\/li>\n<\/ul>\n<p><span style=\"color: #000000;\">The implementation of Law 2101 of 2021 is a milestone in the evolution of the Colombian labor market. Both workers and employers should be prepared to comply with the new regulations and seize the opportunities they offer, maintaining a balance between work and personal life. Early adaptation and effective communication will be key to ensuring a smooth transition in this new era of labor in Colombia.<\/span><\/p>\n<p style=\"text-align: center;\"><span style=\"color: #000000;\"><strong>If you would like more information, please do not hesitate to <a style=\"color: #000000;\" href=\"https:\/\/www.feliu.biz\/en\/contact\">contact us!<\/a><\/strong><\/span><\/p>\n<p style=\"text-align: center;\"><a href=\"http:\/\/www.feliu.biz\/\"><strong>www.feliu.biz<\/strong><\/a><strong>\u00a0|\u00a0<a href=\"https:\/\/www.expatfeliu.com\/\" target=\"_new\" rel=\"noopener\">www.expatfeliu.com<\/a>\u00a0|\u00a0<\/strong><a href=\"mailto:comunicacion@feliu.biz\"><strong>comunicacion@feliu.biz<\/strong><\/a><strong>\u00a0| 93 875 46 60<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>On Saturday, July 15, 2023, Law 2101 of 2021 took a momentous step towards reshaping Colombia&#8217;s labor landscape. This legal milestone, representing a pivotal moment in the country&#8217;s labor reform, signals the commencement of a carefully planned and gradual reduction in working hours. Over the span of the next three years, from 2023 to 2026, [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":6934,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"default","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"default","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[25],"tags":[],"class_list":["post-6933","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news"],"_links":{"self":[{"href":"https:\/\/www.feliu.biz\/en\/wp-json\/wp\/v2\/posts\/6933","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.feliu.biz\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.feliu.biz\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.feliu.biz\/en\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.feliu.biz\/en\/wp-json\/wp\/v2\/comments?post=6933"}],"version-history":[{"count":3,"href":"https:\/\/www.feliu.biz\/en\/wp-json\/wp\/v2\/posts\/6933\/revisions"}],"predecessor-version":[{"id":7347,"href":"https:\/\/www.feliu.biz\/en\/wp-json\/wp\/v2\/posts\/6933\/revisions\/7347"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.feliu.biz\/en\/wp-json\/wp\/v2\/media\/6934"}],"wp:attachment":[{"href":"https:\/\/www.feliu.biz\/en\/wp-json\/wp\/v2\/media?parent=6933"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.feliu.biz\/en\/wp-json\/wp\/v2\/categories?post=6933"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.feliu.biz\/en\/wp-json\/wp\/v2\/tags?post=6933"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}