Decreto 0223 de 2026 - Prácticas Laborales

▶️ Thematic Chapters of the Video 👇 00:00 Introduction 01:50 Regulatory Context 02:23 Tripartite Relationship 03:13 Pillars of Work Placement 04:27 Training Program 05:30 Apprenticeship Contract 06:17: Financial Support 06:44 Apprentice Rights 07:16 Training Program vs. Apprenticeship Contract 09:05: Conclusions Occupational Health and Safety Management System - OHSMS 👉 https://bit.ly/2QEEVQ2 🔴 SUBSCRIBE NOW: 👉 https://bit.ly/2KnatRf Decree 0223 of 2026 constitutes a comprehensive regulatory framework designed to standardize work placements and student engagement mechanisms in Colombia. The primary objective of this regulation is to harmonize academic instruction with empirical experience in authentic professional settings. In this regard, the regulation supersedes the previous provisions of Decree 1072 of 2015 and extends its jurisdiction to both the public and private sectors, with the specific exception of teaching-service relationships in the health field. Furthermore, the legal validity of a work placement is contingent upon strict compliance with five fundamental pillars: a formative nature linked to the curriculum, a tripartite relationship (student, institution, and setting), ongoing supervision, a limited duration, and in-person attendance. As a consequence of this regulatory rigor, the decree establishes a crucial legal warning: if the activities performed by the student are unrelated to their field of study, the placement is automatically reclassified as a standard employment relationship. Regarding the protection of vulnerable populations, the legislation prescribes an absolute prohibition for minors under 15 years of age. In contrast, adolescents between 15 and 17 years old are authorized a maximum workday of 6 hours, while those aged 17 to 18 can work up to 8 hours, provided they have authorization from the Labor Inspector. Additionally, a protective measure is implemented for adolescent mothers, whose workday is restricted to a maximum of 4 hours to facilitate balancing their education and motherhood. Following this same logic, the regulations identify two distinct contractual modalities. First, the "Training Agreement" is defined as a legal or administrative act of a non-employment nature, where the financial assistance is not considered salary and the disciplinary regime is governed by the internal regulations of the educational institution. Second, the "Apprenticeship Contract" is recognized as a special fixed-term employment contract. For example, while university students receive 100% of the current Monthly Legal Minimum Wage (SMLMV), those in traditional training receive 50% during the classroom phase and 100% during the practical phase. Simultaneously, Occupational Safety and Health (OSH) is established as a cross-cutting principle of mandatory compliance. Therefore, the practice setting must guarantee healthy environments, provide Personal Protective Equipment (PPE), and ensure affiliation with the occupational risk insurance system (ARL). Likewise, the implementation of protocols for the prevention of sexual harassment is required, in accordance with Law 2365 of 2024. In conclusion, the decree regulates the SENA apprentice quota, imposing penalties of 1.6 times the monthly minimum wage for non-compliance. However, compared to the general system, it incentivizes the inclusion of people with disabilities by allowing a 50% reduction in the employer's contribution. www.comunicandosalud.com #apprentice #decree223 #workplacepractice