What is understood by wrongful dismissal in Colombia?

Wrongful dismissal occurs when the employer terminates your employment contract without invoking any of the grounds recognized by law, or by invoking them without being able to prove them. In such cases the dismissal is legally valid but costly: the employer must pay you compensation. It is advisable to review your situation with a lawyer, because the line between a dismissal for cause and one without cause depends on the facts and the available evidence.

What are the lawful grounds the law allows for dismissal?

The Código Sustantivo del Trabajo sets out an exhaustive list of lawful grounds, including fraud with false documents at the time of hiring, acts of violence or serious misconduct, significant damage to the employer's property, and repeated failure to fulfil the duties of the position. If the dismissal letter does not fit any of these grounds, or the employer does not substantiate it, the termination is generally classified as without just cause. The final classification depends on the specific facts and available evidence.

Is it legal to be dismissed without just cause?

Yes. In Colombia an employer may terminate a contract without just cause, but that dismissal comes at a cost: the statutory compensation. In other words, it is not a prohibited act, but one that gives rise to a duty to compensate. The situation is different for workers with special protection, where the dismissal may be declared entirely ineffective.

What is the difference between dismissal, resignation, and termination of a fixed-term contract?

A dismissal is a unilateral decision by the employer; a resignation is a voluntary decision by the worker; and the expiry of a fixed-term contract with timely notice is not a dismissal. This distinction matters because each scenario has different financial consequences and not all give rise to compensation. It is advisable to consult a lawyer about how your departure was documented.

How much severance pay am I entitled to if I am dismissed without just cause?

The amount depends on the type of contract and your length of service. Under an indefinite-term contract, for workers earning less than ten minimum wages, the law provides thirty days of salary for the first year and twenty additional days for each subsequent year, proportional to any partial year. Under a fixed-term contract, the amount corresponds to the salaries that would have been earned until the end of the term. The precise calculation should be verified with a lawyer based on your documentation.

Is the severance pay the same as my statutory benefits settlement?

No. The settlement corresponds to benefits you have already accrued through your work: cesantías (severance fund), interest on cesantías, prima de servicios (service bonus), and outstanding vacation, and it is payable regardless of how the contract ends. Compensation is an additional amount that arises only when the dismissal is without just cause. You are therefore entitled to both, not one in place of the other.

What happens if the company does not pay my settlement on time?

If, upon termination of the contract, the employer fails to pay the wages and benefits owed, the law provides for the indemnización moratoria (late-payment penalty), which generally amounts to one day's salary for each day of delay during the first twenty-four months, with specific rules depending on the salary level. It is not automatically awarded: the judge assesses the employer's good or bad faith. It is advisable to review the matter with a lawyer before filing a claim.

Is the dismissal severance payment subject to tax or social security contributions?

Severance pay for wrongful dismissal has a specific tax treatment and may be subject to withholding tax depending on the amount and the worker's income, in accordance with the applicable rules. This is not strictly a labour matter but a tax one, so it is advisable to confirm it with a lawyer or accountant before finalising the amount to be received.

If I signed a final-payment receipt (paz y salvo) or a conciliation agreement, can I still file a claim?

A validly entered conciliation agreement has the force of res judicata and, in principle, closes the discussion on what was settled. However, a simple paz y salvo does not prevent a claim for certain and undisputable rights that were not part of the settlement. If you signed under duress or without fully understanding the scope of the document, it is advisable to have a lawyer assess whether you still have available claims.

Can I be dismissed while on sick leave or with a health condition?

People in a condition of manifest weakness on health grounds have reinforced job protection, so their dismissal requires prior authorisation from the labour inspector. If they are dismissed without that authorisation, the dismissal may be declared ineffective and give rise to reinstatement and payment of the wages not received, in addition to a further penalty. Each case depends on the evidence of the health condition and the employer's knowledge of it.

I am pregnant or on maternity leave — can I be dismissed?

During pregnancy and the three months following childbirth, the fuero de maternidad applies; it presumes that any dismissal during that period is motivated by the pregnancy and requires authorization from the labor inspector. Without that authorization the dismissal is deemed ineffective and reinstatement is available together with the corresponding benefits. This protection may also cover, in certain cases, the partner who is financially dependent on the pregnant worker.

What protection do I have if I am close to retirement?

Case law recognizes the fuero de prepensionados for workers who are three years or fewer from meeting their pension requirements, particularly when their salary is their only source of income. In such cases the dismissal may be reviewed by way of tutela action and, if successful, reinstatement may be ordered. The scope of this protection depends on your specific pension situation, which should be reviewed with a lawyer.

Can a dismissal be retaliation for filing a complaint or a claim?

When a dismissal aims to punish a worker for exercising a right, for having filed a workplace harassment complaint, or for participating in union activity, it may constitute a dismissal on prohibited grounds. The law provides specific protections against such retaliation, including a guarantee for those who report harassment. Establishing the connection between the complaint and the dismissal is key, so it is advisable to gather the evidence and consult a lawyer.

What should I do in the first days after being dismissed?

It is advisable to keep all documentation relating to the employment: the contract, the dismissal letter, pay stubs, emails, and the settlement you receive. Check that the settlement includes all applicable items and avoid signing documents whose scope you do not fully understand. With those records, an assessment by a lawyer will help you understand which claims you could pursue and by what means.

Is there a time limit for claiming my compensation?

Yes. As a general rule, labour claims become time-barred after three years, counted from the moment the respective obligation becomes enforceable, that is, from the termination of the contract for matters such as severance pay. Filing a written claim can interrupt that term once. Since the count depends on each item, it is advisable to review it promptly with a lawyer so as not to lose the opportunity.

Should I try to reach an agreement before going to court?

In many cases it is advisable to first exhaust a conciliation stage, which can be conducted before a labor inspector or a conciliation centre and allows the parties to seek an agreement without going to court. If no agreement is reached, the judicial route before the labour court remains available. The most appropriate strategy depends on the amount in dispute and the parties' willingness to negotiate, which should be defined with a lawyer.

Can I ask to be reinstated in my position instead of receiving compensation?

Reinstatement does not apply to every dismissal without just cause; as a general rule, the consequence is the severance pay under Article 64. Reinstatement is reserved for cases such as the dismissal of workers with reinforced job protection or with immunity, where the dismissal is declared ineffective. Determining whether your case gives rise to severance pay or to reinstatement depends on your particular circumstances and should be analysed with a lawyer.

Why should I consult a lawyer, and how can Cafore assist me?

A dismissal involves the intersection of several factors — contract type, length of service, applicable protections, and limitation periods — that affect what you may claim. At Cafore Abogados we review your case, examine the documentation, and explain your options clearly, without promising predetermined outcomes. Our advisory and representation services have a cost, which we communicate transparently from the initial assessment.

Wrongful Dismissal in Colombia: What Workers Can Do

Labor law

Despido sin justa causa: qué es y qué le corresponde

If you work for a company in Colombia, your employer may terminate your contract unilaterally; this is what is known as a wrongful dismissal. However, this termination must be accompanied by the payment of compensation in accordance with the law. This figure is known as the principle of stability relative job.

Labour protection in Colombia: the hull and deck judicial and gloves

Base legal

¿Qué significa ser despedido "sin justa causa"?

El despido es la forma mediante la cual el empleador finaliza la relación laboral con el trabajador. Cuando se habla de "sin justa causa", se hace referencia a una terminación unilateral sin que exista una razón legalmente válida que lo justifique.

Artículo 64 — Código Sustantivo del Trabajo

Determina las reglas para calcular la indemnización según el tipo de contrato:

Contrato a término indefinido (salario inferior a 10 SMLMV): 30 días de salario por el primer año de servicio + 20 días adicionales por cada año siguiente y proporcional por fracción.

Contrato a término indefinido (salario igual o superior a 10 SMLMV): 20 días de salario por el primer año de servicio + 15 días adicionales por cada año siguiente y proporcional por fracción.

Contrato a término fijo: el valor de los salarios que faltaban hasta el vencimiento del plazo pactado.

CST art. 64 — norma vigente

Reinforced job security

Are there situations in which the dismissal requires permission from the Ministry of Labour?

Yes. In Colombia there are cases where the law and case law grant special protection to the worker, preventing dismissal without prior judicial or administrative authorization. These situations are known as reinforced job stability. The most relevant include: special protection to the worker, preventing his dismissal without leave of the court or administrative prior. These situations are referred to as job stability enhanced. Some of the more relevant are:

Tipo de protección	Standard protective	Sentences relevant
Maternity	Articles 236, 239 and 240 of the Substantive Labour Code	SU-075 de 2018
Salud / Debilidad manifiesta	Decreto 19/2012 art. 137	CSJ SL1152/23 · SU-269/23
Prepensionado	Law 790 of 2002	T-055 de 2020
Mother or father head of household	Law 1232 2008	T-084 de 2018
Trade union rights	Article 405 of the Substantive Labour Code	—

Análisis de su caso

How to know if you qualify for any of these protections?

Each situation requires meeting certain requirements. Below we explain the main cases:

Pregnant worker with a laptop in your home

Maternidad. According to the Constitutional Court, to apply the reinforced stability for motherhood, it is important to consider:

The type of contract (fixed-term, indefinite, or work/work).
If the employer had knowledge of the pregnancy, if there are any doubts or if you don't know at all.
If you are already in the breastfeeding period, you also enjoy this protection, even outside of your maternity leave.

If you are pregnant and meet these conditions, you are entitled to a special protection against dismissal.

Sentencia SU-075 de 2018 — Corte Constitucional (M.P. Gloria Stella Ortiz Delgado)

La Corte revisó el caso de una trabajadora despedida durante el embarazo. El empleador alegó que desconocía la gestación. La Sentencia fijó tres escenarios según el grado de conocimiento: si el empleador lo sabía, opera una presunción de despido discriminatorio que él debe desvirtuar; si tenía indicios razonables, la protección también aplica; si se constata judicialmente que genuinamente desconocía el embarazo, no hay lugar a la protección reforzada ni a las sanciones especiales —el despido queda sujeto solo al régimen laboral ordinario.

SU-075/2018 — fuero de maternidad y grado de conocimiento del empleador

Health. If you have a significant health condition, you are entitled to reinforced job protection. To qualify, it is sufficient to be in a state of manifest weakness, meaning a health condition that substantially prevents or hinders the performance of the duties for which you were hired, and that this situation arose during the employment relationship or preceded it, and was known to your employer.

Corte Constitucional — SU-049/2017 · SU-269/2023

Esta protección does not require a prior assessment of a loss of working capacity equal to or greater than 15%: lo determinante es la condición de salud que dificulta el trabajo, con independencia de que exista o no un dictamen. Puede acreditarla mediante dictamen de la Junta de Calificación de Invalidez, historias clínicas, incapacidades o su afiliación a la EPS.

Sentencia SU-049 de 2017 (M.P. María Victoria Calle Correa)

Un trabajador fue despedido mientras permanecía incapacitado por una enfermedad que afectaba significativamente su rendimiento. El empleador argumentó que, al no contar con un dictamen de pérdida de capacidad laboral del 15% o más, el despido no requería autorización del inspector de trabajo. La Corte declaró el despido ineficaz y precisó que exigir ese porcentaje desnaturaliza la protección constitucional: la debilidad manifiesta es una realidad verificable en la historia clínica y en las incapacidades, no un umbral numérico.

The Sentencia SU-269 de 2023 reiteró este criterio y exhortó expresamente a todos los jueces de la República a abandonar el 15% como requisito para otorgar la estabilidad reforzada por salud.

SU-049/2017 · SU-269/2023 — debilidad manifiesta sin umbral del 15%

In these cases, the employer must reassign you to a position with similar or better conditions and may not dismiss you. If the employer terminates the employment without just cause, they are required to reinstate you. the employer must relocate them to a position with similar or better conditions, and not dismiss you. If the employer does so without authorization from the labor inspector, the dismissal may be declared ineffective and reinstatement is available.

Prepensionado. The State protects those approaching retirement. You may avail yourself of this protection if:

You have fewer than three years de cumplir la edad y las semanas necesarias para pensionarse.
Or if you have already met the age requirement and need three years or less to complete the weeks.

Sentencia T-055 de 2020 (M.P. Luis Guillermo Guerrero Pérez)

La Corte amparó a un trabajador del sector privado que fue desvinculado cuando le faltaban menos de dos años para completar los requisitos de su pensión. La empresa sostuvo que la protección del retén social se limita al sector público (Ley 790 de 2002). La Corte ordenó el reintegro y reiteró que, por vía de analogía y protección constitucional, los jueces pueden extender este amparo a trabajadores del sector privado cuando el salario es el único sustento del hogar y el proceso ordinario no ofrece una tutela efectiva a tiempo.

T-055/2020 — prepensionado sector privado

Madre o padre cabeza de hogar. You will be entitled to reinforced stability if:

Has dependent minor children or family members who cannot fend for themselves
You are the sole person responsible for their care.
The other members of the household have ignored their legal obligations of support.
You do not have actual or sufficient support from other family members.

Estos criterios deben confluir entre sí para obtener la protección del retén social. Son criterios creados por la Corte Constitucional para empleados públicos y trabajadores oficiales; no obstante, por analogía es posible aplicar esta protección para empleados del sector privado.

The retainer social protege a ciertos trabajadores en situación de vulnerabilidad. La tutela action es el mecanismo adecuado para reclamar este derecho porque los procesos de reestructuración administrativa son rápidos y la vía contencioso-administrativa no siempre es eficaz.

Sentencia T-084 de 2018 (M.P. Gloria Stella Ortiz Delgado)

La Corte revisó el caso de una mujer desvinculada de una entidad pública que atravesaba un proceso de reestructuración. Era la única proveedora de su hogar y no contaba con apoyo real de otros familiares. La entidad argumentó que la supresión del cargo obedeció a razones presupuestales, no discriminatorias. La Corte verificó que la peticionaria cumplía todos los criterios del retén social y ordenó su reintegro al mismo cargo o a uno de igual o superior categoría.

T-084/2018 — retén social y cabeza de familia

Guía práctica

What to do if you were dismissed without just cause?

Employee reviewing documents after being fired

Al momento de su despido, su empleador debe indemnizarle. Si no ha realizado el pago correspondiente, debe solicitarlo directamente mediante un Derecho de Petición.

Si su empleador se niega a pagar, puede acudir al inspector de trabajo más cercano para gestionar el pago con su ayuda. También puede recurrir a un centro de conciliación privado o un consultorio jurídico para negociar un acuerdo antes de ir a juicio.

Una vez logrado el acuerdo, se procederá con el pago de la indemnización. Tenga presente que las acciones laborales prescriben en tres años contados desde que la obligación se hace exigible —por ejemplo, desde la terminación del contrato—, de modo que conviene reclamar a tiempo.

Prescripción laboral — CST arts. 488 y 489

El reclamo escrito interrumpe la prescripción por una sola vez, reiniciando el conteo. Conviene actuar pronto para no perder el derecho a la indemnización.

Remember: if you were dismissed without a valid legal reason, you are entitled to a compensation. Additionally, if you believe you are in one of the special situations of enhanced protection, you may be entitled to be reinstated to your job.

At Cafore Abogados we support the defence of your labour rights. If you believe your dismissal was unjust or that your rights were violated, you may contact us for an assessment of your labour case or learn how we work at labor and social security law.

Prepare su caso

Documentos que debe recopilar tras el despido

Reúna estos documentos antes de acudir al inspector de trabajo, a conciliación o a un abogado. Márquelos a medida que los consiga:

Carta de despido — o comunicación escrita donde conste la terminación del contrato.
Contrato de trabajo — original o copia (a término indefinido, fijo u obra/labor).
Colillas de pago o desprendibles de nómina — de los últimos 6 a 12 meses para acreditar el salario base de liquidación.
Liquidación final entregada por el empleador — verifique que incluya cesantías, primas, vacaciones e indemnización.
Certificados de incapacidades o historia clínica — si alega protección por salud o debilidad manifiesta.
Registro civil de hijos menores o dependientes — si alega condición de madre o padre cabeza de hogar.
Prueba del estado de embarazo o período de lactancia — si aplica fuero de maternidad.
Correos, mensajes o comunicaciones con el empleador — cualquier evidencia del proceso de despido.

Fuentes jurídicas

Laws and case law cited

Substantive Labour Code, Article 64 — compensation for unilateral termination of the contract without just cause. Secretaría del Senado.
CST, artículo 239 (mod. Ley 1822/2017 y Ley 2141/2021) — prohibición de despedir a la trabajadora por motivo de embarazo o lactancia; se presume discriminatorio el despido durante el embarazo y dentro de las 18 semanas posteriores al parto. Secretaría del Senado.
CST, artículo 405 — fuero sindical: a guarantee that certain workers may not be dismissed, downgraded, or transferred without just cause previously determined by the labour judge. Secretaría del Senado.
CST, artículos 488 y 489 — labour claims prescribe three years from the date the obligation becomes enforceable; a written claim interrupts the prescription period once. Secretaría del Senado.
Law 361 of 1997, Article 26 — reinforced job protection on grounds of illness or disability; dismissal requires prior authorization from the labor inspector. Secretaría del Senado.
Law 790 of 2002 — retén social and protection of pre-retirees in public-sector renewal processes. Secretaría del Senado.
Law 1232 2008 — protection for single-parent household heads (women, and by extension men). Secretaría del Senado.
Corte Constitucional, SU-049 de 2017 (M.P. María Victoria Calle Correa) — la estabilidad reforzada por salud no exige pérdida de capacidad laboral ≥ 15%; basta la debilidad manifiesta. Official record.
Corte Constitucional, SU-269 de 2023 — reitera que la protección por debilidad manifiesta en salud no depende de un porcentaje de pérdida de capacidad laboral. Official record.
Corte Constitucional, SU-075 de 2018 (M.P. Gloria Stella Ortiz Delgado) — maternity protection based on the employer's knowledge of the pregnancy. Official record.
Corte Constitucional, T-055 de 2020 (M.P. Luis Guillermo Guerrero Pérez) — scope of reinforced protection for pre-retirees (three years or fewer from retirement). Official record.
Corte Constitucional, T-084 de 2018 (M.P. Gloria Stella Ortiz Delgado) — reinforced protection for single-parent household heads (retén social). Official record.