Mandatory quota for hiring people with disabilities in Colombia: keys for international companies

The entry into force of Law 2466 of 2025 has introduced new challenges for companies operating in Colombia, especially for those with international corporate structures or foreign subsidiaries in the country.

One of the most relevant changes in the new labor regulations is the creation of a mandatory quota for hiring people with disabilities for private companies, an obligation that until now did not exist expressly in the Colombian private sector.

For many companies, this new requirement means the need to review your hiring, human resources and regulatory compliance policies before the deadline established by law.

What does the new labor obligation establish?

The labor reform in Colombia forces certain private companies to incorporate workers with disabilities into their permanent workforce, under a proportional scheme according to the size of the organization.

The regulations seek to promote labor inclusion and guarantee greater opportunities to access formal employment for people with certified disabilities.

Which companies are required to meet this quota?

The obligation applies to all private companies that have a plant of 100 or more permanent workers.

Companies with fewer than 100 employees are not legally required to comply with this fee. In these cases, the hiring of people with disabilities continues to be voluntary.

How does the hiring quota work?

The law establishes a progressive system depending on the size of the company:

• Companies between 100 and 500 workers: They must hire at least two (2) workers with disabilities for every 100 employees.
• Companies with more than 500 workers: They must meet the previous quota and add one (1) additional worker for each additional section or fraction of 100 employees.

This calculation must be made on the company’s permanent workforce.

Compliance deadline

The companies will have until June 25, 2026 to fulfill this obligation.

From that date, the Ministry of Labor may begin inspection and control processes over the obligated companies.

What requirements must contracted workers meet?

Not any medical document will be valid to prove the worker’s disability.

For the contract to be counted within the legal quota, the worker must necessarily have a Disability Certification issued by an authorized IPS, in accordance with the guidelines established by the Ministry of Health and Social Protection.

Medical records, disabilities or general medical certificates will not be sufficient to prove compliance with the obligation.

Risks and sanctions for non-compliance

Failure to comply with this obligation may generate significant economic sanctions for companies.

The Ministry of Labor will have the power to impose fines that can range between 1 and 5,000 current legal monthly minimum wages (SMMLV), depending on factors such as:

• The size of the company.
• The seriousness of the breach.
• The recidivism.
• The absence of labor inclusion measures or efforts.

Additionally, during inspection processes, authorities may request evidence about actions taken by the company to meet the quota, such as:

• Inclusive selection processes.
• Publication of vacancies.
• Internal adjustments.
• Labor inclusion policies.

Impact for foreign companies and international subsidiaries

For international business groups with a presence in Colombia, this obligation should not be seen solely as an administrative requirement.

The labor reform reinforces the need for have properly organized work structures aligned with local regulations, especially in companies with:

• Regional operations.
• Outsourcing models or Employer of Record (EOR).
• Great workforce.
• Industrial operations or continuous services.

Correct planning will allow you to avoid legal contingencies, economic sanctions and reputational risks.

Recommendations for companies

Given the proximity of the deadline, it is recommended that companies start now to:

1. Review the current number of permanent workers.
2. Calculate the applicable fee according to the law.
3. Design inclusive selection processes.
4. Verify the required certification requirements.
5. Coordinate internal adjustments and labor inclusion policies.
6. Document the actions carried out for the purposes of possible inspections.

UR Global Colombia

At UR Global We help national and international companies adapt to new regulatory changes in Colombia, offering labor, corporate and strategic advice to guarantee correct compliance with legal obligations and reduce operational risks.

Our local team can accompany your company in the review of labor structures, regulatory compliance and adaptation to the new Colombian labor reform.