The deadline for complying with several obligations introduced by Law 2466 of 2025 expires on 25 June 2026.
The provisions introduced by the labour reform require companies to adopt specific measures regarding internal regulations, workplace inclusion and the prevention of conduct that affects the work environment.
Accordingly, it is advisable to verify in a timely manner the status of implementation of the obligations imposed by the new legislation.
Updating the Internal Work Regulations
Law 2466 of 2025 established the obligation to update the Internal Work Regulations to incorporate the amendments introduced by the labour reform.
Although the obligation arises from the new legal provisions, many companies continue to operate with regulations that have not been reviewed in light of regulatory changes introduced in recent years. For this reason, the update of the Internal Work Regulations should be approached comprehensively and not be limited exclusively to the amendments arising from the reform.
Deadline: 25 June 2026.
Mandatory quota for the employment of persons with disabilities
The labour reform introduced the obligation to employ persons with disabilities in a proportion equivalent to two workers for every hundred employees.
Companies subject to this obligation must verify compliance with the parameters established by law and adopt the measures necessary to meet the new regulatory requirements.
Deadline: 25 June 2026.
Protocols for the prevention of gender-based violence
Law 2466 of 2025 also requires the adoption of protocols aimed at preventing gender-based violence, including sexual harassment in the workplace.
The obligation entails implementing internal mechanisms for receiving, addressing and managing such situations in accordance with the guidelines established by current regulations.
Deadline: 25 June 2026.
Matters companies should review
In light of these deadlines, companies should review, among other matters:
● Whether their Internal Work Regulations are up to date.
● Compliance with obligations relating to the inclusion of persons with disabilities.
● The existence and implementation of the protocols required by Law 2466 of 2025.
● The need to adjust internal policies, labour procedures and compliance documentation.
The obligations arising from the labour reform are not limited to the formal adoption of documents. In several cases they require implementation, dissemination and monitoring measures that must be capable of being evidenced if requested by the competent authorities.
Should you require assistance in updating your Internal Work Regulations or implementing the obligations arising from the labour reform, the Cañón Asociados team is available to provide specialised advice.
