Human capital is the driving force of any company. Efficient labor management not only ensures regulatory compliance but also strengthens the stability and productivity of the business.
We provide expert advice on labor relations, union negotiations and regulatory compliance, helping companies to prevent legal risks and foster a harmonious and safe work environment.
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A fixed-term contract has a pre-agreed duration, while an indefinite-term contract has no end date. The termination of each involves different procedures and legal consequences.
You must enroll the worker in the social security system (health, pension, ARL), make the corresponding contributions, pay social benefits, register the contract, and guarantee working conditions that comply with current regulations.
Unfair dismissal can result in severance pay, reinstatement of the employee, or legal action. It is essential to properly substantiate the grounds, comply with due process, and have legal support.
It is crucial to know the applicable regulations, maintain a stance of dialogue, follow the steps of collective bargaining, and have specialized legal advice to avoid labor disputes.
Implementing a robust internal regulation, properly documenting disciplinary processes, training leaders in labor relations, and ensuring compliance with occupational health and safety standards.
Workplace harassment consists of repetitive behaviors that affect the dignity or integrity of the worker. It can be prevented through internal protocols, training for employees and leaders, and effective reporting and support channels.
Among others: service bonus, severance pay and interest, vacation, uniform, transportation allowance, affiliation to the social security system, and additional benefits agreed upon by the company.
It must contain clear rules on schedules, penalties, permits, security measures, disciplinary procedures and specific conditions of the company’s economic activity, especially in high-risk sectors.
Regulations on industrial safety, handling of substances, special work schedules, use of personal protective equipment, and alcohol and drug testing protocols, among others. It is a key instrument for legal and safe operation.
Yes. Law 1010 of 2006 and Law 2365 of 2024 require the implementation of mechanisms for the prevention, attention and sanctioning of workplace and sexual harassment, with a gender focus and respect for the rights of victims.
Yes, especially in high-risk sectors like mining. However, they must be regulated in the internal work regulations and applied respecting the right to privacy and due process.
It is the set of guarantees that the employer must respect before imposing a sanction: notify the offense, allow the worker to present their defense, and decide in an objective and documented manner.
The company must monitor the worker, coordinate with the EPS and the ARL, maintain adequate documentation and avoid discriminatory practices during or after the disability.
Failure to properly document the employment relationship, informal handling of contractual updates, lack of knowledge of sector regulations, and lack of clear Human Resources policies.
When there are structural changes, mergers, acquisitions, rapid growth, or internal conflicts, audits help identify risks, legal gaps, and opportunities for improvement.
