The Ministry of Labour has launched the Teleworker Registration System (SISTEL), a platform designed to centralise information on persons employed under the teleworking modality.
Although the reporting obligation has existed since 2022, the technological tool to comply with it was only enabled in May 2026.
Consequently, companies with employees engaged under teleworking arrangements should verify compliance with this obligation and the consistency of the information to be reported to the Ministry of Labour.
Who must register?
The obligation applies to companies that have employees engaged under the teleworking modality.
It is irrelevant whether most of the workforce works on site. If the company has one or more teleworkers, it must register only those persons working under that modality.
Before registering, it is advisable to verify the consistency of the information to be submitted.
Information reported to the ARL
The information entered in SISTEL should match the data previously reported to the Occupational Risk Insurer (ARL), in order to avoid inconsistencies in the event of verification.
Information on persons with disabilities
The platform requests information on teleworkers’ certified disabilities. Companies required to meet quotas for the employment of persons with disabilities should carefully review the information reported, as it may be used by the labour authorities in inspection and oversight proceedings.
Information required by the platform
The registration requires, among other data:
- Type and number of identity document.
- Full name.
- Gender.
- Position.
- Teleworking modality.
- Start date.
- End date.
- Disability status.
- Employee status.
- Municipality.
Once the process is completed, the system generates a receipt that may be used as evidence of compliance in the event of labour inspection proceedings.
Registration does not exhaust teleworking obligations
The launch of SISTEL is also an opportunity to verify compliance with other obligations associated with this working modality.
Among other matters, companies should review:
- Teleworking agreements or the corresponding contractual clauses.
- Up-to-date internal teleworking policies.
- Evidence that the policies have been communicated.
- Occupational risk training.
- Mental health and self-care training.
- Digital security and information protection.
- Personal data protection.
- Use of technological tools.
- Time management and remote work.
- Evidence of employee participation in these activities.
The launch of SISTEL represents a new control point for the labour authorities regarding the implementation of teleworking.
For this reason, companies using this modality should verify not only compliance with the registration, but also the existence of the documentation and records that adequately support their teleworking arrangements.
Should you require assistance in reviewing your teleworking arrangements or complying with this obligation, the Cañón Asociados team is available to provide specialised advice.
