Final Deadline Approaches for Family Day Benefits in Colombia
Private sector workers in Colombia have until June 30, 2026, to request Family Day, a benefit that permits them to take a day off to spend time with their family. This benefit will cease to exist once the new 42-hour work week is implemented in the second half of 2026.
Understanding Family Day
Family Day, established under Law 1857 of 2017, is applicable only to private sector workers holding valid formal employment contracts. Workers must claim this benefit within the first semester to avoid losing their entitlement, as it is not cumulative.
Transition to a 42-hour Work Week
The shift to a maximum legal working day of 42 hours per week, mandated by Law 2101 of 2021, is scheduled to take effect on July 15, 2026. This transition indicates that companies will no longer be obliged to provide Family Day, as the reduction in work hours itself serves as compensation for losing this benefit.
Legislators perceived the reduction of 6 hours per week as a fulfillment of the time previously allocated for Family Day and other cultural or training activities. Essentially, this means that with the increased free time, employers are exempt from providing those extra days off.
Legal Obligations and Company Actions
Until the implementation of the 42-hour workweek, companies must grant Family Day as per the existing regulations. This obligation remains for each organization until it effectively adopts the shorter workweek.
María Camila Silva Segura, a labor law expert, emphasizes that companies should ensure compliance with Family Day requirements until July 15, 2026. She points out that even after this deadline, employers cannot unilaterally eliminate contractual obligations related to Family Day if these are included in collective agreements or employment contracts.
What Happens After Family Day Ends?
While the legal requirement for Family Day will be removed, companies can still opt to maintain it as part of their internal policies aimed at employee well-being. Organizations may consider keeping it as an extralegal benefit and integrating it with family compensation funds to enhance organizational culture and employee retention.
Moreover, businesses are encouraged to document and schedule this last mandatory Family Day efficiently. Proper documentation is essential to ensure compliance and provide clarity in case of future labor authority inquiries.
Concluding Remarks for Employers and Employees
As we approach the June 30 deadline, it is crucial for organizations to not only fulfill their obligations for Family Day but also to contemplate how they plan to adapt to the upcoming changes in labor laws. Employers should strategically assess the continuation of such benefits as part of their overall employee value proposition in the evolving work landscape.