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Reviewing an employment contract in Colombia: 10 key points

Published · 6 min read

You got a job offer and the contract arrived with a request to sign "today". That is when it is easiest to accept clauses that cost you later: a probation period longer than allowed, a fixed term that renews without limit, or payments that do not count as salary.

This guide lists the points worth checking in a Colombian employment contract before you sign, based on the Labor Code (Código Sustantivo del Trabajo, CST) and the changes made by the labor reform, Law 2466 of 2025 (Ley 2466 de 2025).

This guide is general information and is not legal advice. Labor rules change and every case has its details: if you have a specific question, consult a labor lawyer or the Ministry of Labor.

1. Make sure it really is an employment contract

There is an employment contract when three elements come together: the worker's personal activity, continued subordination to the employer, and a salary paid for the work (article 23 of the CST). In addition, every personal work relationship is presumed to be governed by an employment contract (article 24).

If the document is called a "services contract" (prestación de servicios) but you are given a schedule and orders and work personally and continuously, also read independent contractor vs. employment contract.

2. Contract type and duration

Since Law 2466 of 2025, the general rule is the open-ended (indefinite-term) contract: the new article 47 of the CST says workers will be hired that way, although it still allows fixed-term contracts, contracts for a specific job or task, and occasional, accidental or temporary work.

Check which type your contract says and whether it fits the work you will do.

3. Fixed term: in writing and four years at most

Under article 46 of the CST, as amended by article 6 of Law 2466 of 2025:

  • A fixed-term contract must be in writing and cannot be agreed for more than four years.
  • If it does not meet those conditions, it is treated as open-ended from the start.
  • If neither party gives notice 30 days before it expires, it renews for the same term, without exceeding the four-year limit.
  • For contracts shorter than one year, after the fourth extension the contract cannot be renewed for less than one year.

A clause saying the contract "will renew indefinitely for three-month periods" deserves a question before you sign.

4. Specific job or task: the job must be described

A contract for a specific job or task must also be in writing and describe the job "precisely and in detail" (article 46, section 2). If it does not, or if you keep working after the job ends, it is treated as open-ended from the start, unless a new job is agreed in writing.

5. Probation period

  • It must be in writing; otherwise there is no probation period (article 77 of the CST).
  • It cannot exceed two months (article 78).
  • In fixed-term contracts shorter than one year, it cannot exceed one fifth of the agreed term. Example: in a five-month contract, the maximum is one month.
  • In successive contracts between the same employer and worker, only the first contract's probation period is valid.

6. Salary and payments that "are not salary"

Check the amount, the pay period and how you are paid. Pay special attention to clauses saying certain payments (bonuses, allowances, commissions) "do not constitute salary": that changes the base for social benefits and contributions. The CST covers what is and is not salary in articles 127 and 128. If a large part of your pay falls outside salary, ask a lawyer.

7. Working hours

The contract should state the working hours and whether there are shifts. Law 2101 of 2021 gradually reduced the legal maximum working week. Compare your contract with the maximum in force on the date you sign and with what you were told in the interview. (Have a lawyer confirm the current maximum and the night and Sunday work rules after Law 2466 of 2025.)

8. Duties, workplace and transfers

Duties should be clearly described. Be wary of phrases like "and any others the employer assigns" with no limit, or clauses allowing a transfer to any city without your agreement. They are not always illegal, but you should know how far they go before signing.

9. Exclusivity, confidentiality and non-compete

Exclusivity and confidentiality clauses are common. Look more carefully at clauses that bar you from working in the same sector after the contract ends, or that set fines for breaking them: whether they are valid depends on the case and is a point to take to a lawyer.

10. Termination and notice

In an open-ended contract, the worker can end it with 30 calendar days' notice, and no penalty may be agreed for a worker who does not give that notice (article 47 of the CST, as amended by Law 2466 of 2025). A clause charging you a fine for resigning without notice goes against that rule.

Also check what the contract says about termination without just cause and the compensation that applies (article 64 of the CST).

How to review your employment contract in five minutes

  1. Identify the contract type and compare it with the points above.
  2. Find the probation period and check it respects the maximum.
  3. Add up everything you are paid and see what part is labeled "non-salary".
  4. Read the exclusivity, non-compete, fines and termination clauses.
  5. Write down your questions and ask them in writing before signing.

If you want to do it faster, analyze your employment contract with AI in The Catch: choose Colombia, say whether you are the employee or the employer, and the tool flags risky clauses, cites the rule behind each one and suggests corrected wording. Your first full analysis is free.

Frequently asked questions

Can a fixed-term contract be renewed forever?

No. After Law 2466 of 2025, a fixed-term contract cannot exceed four years including extensions (article 46 of the CST). If the conditions are not met, it is treated as open-ended from the start.

How long can the probation period be?

Two months at most, and it must be in writing. In fixed-term contracts shorter than one year, it cannot exceed one fifth of the agreed term (articles 77 and 78 of the CST).

Can I be fined for resigning without notice?

In an open-ended contract, the worker's notice is 30 calendar days and the law says no penalty may ever be agreed for skipping it (article 47 of the CST, as amended by Law 2466 of 2025).

Can an employment contract be verbal?

Yes, in general an employment contract can be verbal or written. But fixed-term contracts, contracts for a specific job and the probation period must be in writing to be valid as such.

Does The Catch replace a labor lawyer?

No. The Catch is an AI analysis tool that helps you find risky clauses and prepare questions. It is not legal advice; for important decisions, consult a lawyer.

Official sources

Laws consulted on October 26, 2026.

This article is general information and is not legal advice. For your specific case, consult a lawyer.