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    Regulatory Update on Workplace Coexistence Committees

    09/09/2025

    The rules governing Workplace Coexistence Committees (“CCL”) have been significantly modified following the issuance of new regulations that expand corporate responsibilities, broaden their scope of application, and establish stricter procedures for handling complaints. These adjustments are intended to reinforce harassment prevention, foster safer work environments, and ensure that CCLs are better prepared to address critical coexistence issues.

    The Ministry of Labor issued Resolution 3461 of 2025, which repeals Resolutions 652 of 2012 and 1356 of 2012, and establishes new requirements for the creation and operation of Workplace Coexistence Committees (“CCL”) in private entities.

    Regulatory Modifications:

    Aspect

    		Resolutions 652 and 1356 of 2012

    Resolution 3461 of 2025
    Scope of Application Applies to all private companies with employees under any type of contract. Expanded to include apprentices, independent contractors working on company premises, and anyone present in the work environment.
    CCL Composition Even number of employer and employee representatives (minimum of 4 to ensure impartiality, elected by secret ballot). Parity is maintained.

    • Companies with fewer than 5 employees: 1 representative from workers and 1 from the employer.
    • Companies with 5–20 employees: 1 representative from each side, plus alternates.
    • Companies with more than 20 employees: 2 representatives from each side, plus alternates.
    CCL Presence One CCL for the entire company. Companies with 2 or more work centers must establish a central CCL and one for each work center.
    Meeting Frequency Quarterly ordinary meetings; extraordinary meetings upon request. Monthly ordinary meetings; extraordinary meetings upon receipt of a complaint.
    Complaint Procedure No deadlines or mandatory intermediate stages. A staged procedure is established with strict deadlines (reception, admission, investigation, recommendation), not exceeding 65 calendar days.
    Training and Education Train members; no minimum content required. Mandatory training on non-discrimination, conflict resolution, assertive communication, social skills for negotiation, and soft skills development.

    Updates:

    1. Workplace Harassment Prevention Policy: Employers must include in their policy a clear commitment to fostering a respectful workplace, define unacceptable conduct, incorporate gender-sensitive prevention measures, provide training, and establish a formal complaint procedure.
    2. Regulations Implemented by the CCL: The committee must adopt rules ensuring confidentiality, mechanisms, and protocols for the secure handling of information.
    3. Enhanced Confidentiality Obligations: Employers must document measures to safeguard the identity of complainants and witnesses.
    4. Sexual Harassment Complaints: The CCL is not authorized to investigate complaints of sexual harassment. Such cases must be addressed through a procedure established by senior management or the head of human resources, specifically for receiving complaints involving alleged sexual harassment or gender-based violence.

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