Workplace Challenges for 2026: As an Employer, Are You Ready for the New Year?

2026 will be a year in which several labor-related changes will continue to be implemented, driven mainly by Law 2466 of 2025, which introduced the labor reform, as well as by other regulatory adjustments that have been developing over previous years. Among these changes, the final stage of the gradual reduction of the workweek stands out: it will reach 42 hours per week as of July 15, 2026. This adjustment not only modifies work schedules, but also brings with it the elimination of certain obligations, such as the semiannual payment for Family Day and mandatory job training sessions. As a result, although employers assume new burdens, other labor requirements are also eased.

These new regulatory requirements, their impact on labor costs, and the need to adapt to the changes are part of the agenda for both employers and employees. One of the most significant changes in 2026 is the mandatory compliance with the minimum employment inclusion quota for persons with disabilities. This requirement applies to all companies with 100 or more employees and will begin to take effect in mid-2026. This duty—beyond its legal nature—also entails a structural effort by organizations to adapt environments, recruitment processes, and work arrangements to ensure effective and respectful inclusion, without excessively increasing costs and procedures within the company’s operational dynamics.

Additionally, as of December 25, 2025, the extension of the night work surcharge to begin at 7:00 p.m. came into force, representing a considerable economic impact—especially for sectors with extended shifts, flexible schedules, or rotating shifts. While this measure seeks to strengthen labor rights, it forces employers to restructure their scheduling models and payroll budgets, aiming for greater productivity in less time.

With the start of a new year also comes the update of the Consumer Price Index (CPI), which serves as the basis for the annual salary adjustment for employees who earn more than one (1) current Legal Monthly Minimum Wage (SMMLV), but do not earn an integral (all-inclusive) salary. This is in line with the repeated case law of the Constitutional Court, which has emphasized the obligation to guarantee wage mobility for workers. By contrast, the increase to the SMMLV occurs automatically, as is also the case for integral salaries and for salaries that have been agreed by reference to the minimum wage. These amounts take on special relevance in the current context, in which the apprenticeship contract has been equated to an employment contract, with benefits obligations equivalent to those of any worker.

In this context, 2026 will not simply be another work year—it will be a year that requires strategic planning, a thorough review of internal processes, budget adjustments, and the organization and updating of company policies and regulations, all supported by constant and effective communication with employees as a key element to achieve the expected results and ensure proper implementation of the regulatory changes.

Many companies underestimate these changes until they face labor contingencies or sanctions. Are you ready for 2026?

WRITTEN BY: MARIANA GUTIÉRREZ