Can an employee's start date fall on a weekend or public holiday in Colombia?

Our practice in Colombia is for the supported employee to start on a working day.

Is there a statutory probationary period in Colombia and can it be extended or removed? Can the probationary period differ for various job titles or employment agreement types?

In Colombia, there are statutory rules for probationary periods that vary depending on the type of employment agreement:

• Indefinite Term Employment Agreements: Supported employees may be subject to a probationary period of up to 2 months. This probationary period must be agreed upon in writing, and our templates for employment agreements include a probationary period clause.

• Fixed-Term Employment Agreements: Supported employees may be subjected to a probationary period that can be up to 1/5 of the fixed term agreed upon, but it cannot exceed 2 months. Similar to indefinite term agreements, this probationary period must also be in writing, and our templates for employment agreements contain a clause for this.

The probationary period cannot differ for various job titles or types of employment agreements beyond the specifics mentioned above.

Are employment agreements mandated to be registered with a regulatory authority in Colombia? If yes, what is the process for registration?

In Colombia, there is generally no requirement to register employment agreements with governmental authorities. These agreements are considered valid and enforceable once executed. However, there is a specific requirement for teleworkers, whose employment agreements must be registered with the Ministry of Labor. This registration is mandatory, but it does not affect the validity of the employment agreements.

What is Pebl's onboarding timeline in Colombia?

Velocity Global Colombia's HRx Team requires a minimum of 6 business days to complete the onboarding process for a supported employee in Colombia.

Can Pebl accept or support customers that have a local entity in Colombia?

Velocity Global Colombia does not support customers with a local entity in Colombia due to the risk associated with unauthorized outsourcing. Staffing employees in Colombia falls under restricted activities, presenting significant compliance risks. There are, however, certain limitations to consider:

• Velocity Global cannot support employees who perform the same functions as the customer’s direct employees in Colombia.
• Employees directly supervised by or subordinate to the customer’s local employees cannot be supported.