How long does the workplace coexistence committee serve?

Two (2) years from its formation, counted from the date the election or appointment of its members is communicated (Article 5 of Resolución 3461 de 2025).

Are Resoluciones 652 and 1356 de 2012 still in force?

No. Resolución 3461 de 2025 took effect on publication, on 11 September 2025, and expressly repeals Resoluciones 652 and 1356 de 2012 (Article 16).

Is it the same as the COPASST?

No. The workplace coexistence committee is a preventive body for workplace harassment with guiding and conciliatory functions, and it does not decide whether harassment occurred (Article 6 of Resolución 3461 de 2025). The COPASST is the joint occupational safety and health committee and has its own rules and term.

What if the headcount changes during the term?

The committee's composition need not be adjusted until the two-year term ends (Article 5, paragraph 1, of Resolución 3461 de 2025).

Does the committee handle sexual harassment complaints?

No. The committee has no jurisdiction over sexual harassment, because such conduct cannot be conciliated; senior management or the head of HR must set up the procedure for receiving those complaints and the care, prevention and protection measures (Article 6, paragraph 1, of Resolución 3461 de 2025).

CO · Expiry & renewal tracking

Renew your company's workplace coexistence committee before its term ends

Colombia's Comité de Convivencia Laboral serves two years from the notice of its members' election or appointment (Article 5 of Resolución 3461 de 2025). The employer must set it up; there is no automatic extension, and breaches are sanctioned by the Ministry of Labour's Territorial Directorates (Article 15).

Company and institution work rules must provide mechanisms to prevent workplace harassment (acoso laboral) and an internal, confidential, conciliatory and effective procedure to overcome such conduct in the workplace (Article 9(1) of Ley 1010 de 2006). Resolución 3461 de 2025 of the Ministry of Labour, published in the Diario Oficial on 11 September 2025, defines how the workplace coexistence committee (Comité de Convivencia Laboral) is set up and run in public bodies and private companies and repeals Resoluciones 652 and 1356 de 2012 (Articles 1 and 16). It applies to all employers, contracting parties, contractors, workers and occupational risk insurers (ARL), within their remit (Article 2).

The committee is made up of employer and worker representatives: one per side in bodies and companies with fewer than five workers; one per side, with alternates, in those with more than five and fewer than twenty; and two per side, with alternates, in those with more than twenty. Organisations with two or more workplaces must set up a central committee and one more for each workplace. The employer appoints its representatives and workers elect theirs by secret ballot with a public count; workers who were the subject of a harassment complaint, or who were victims of harassment, in the year before the committee is formed may not sit on it (Article 3).

The committee's term is two (2) years from its formation, counted from the date on which the election or appointment of its members is communicated; if a full member leaves, the alternate may take over without a new election, and if the headcount changes the composition need not be adjusted until the term ends. At the end of its term, the committee must hand all documentation to the new committee (Article 5). The committee meets monthly in ordinary session and in extraordinary session for each complaint (Articles 9 and 10), prepares quarterly reports and one annual report for senior management (Article 6(9) and (10)) and has no jurisdiction over sexual harassment cases, which follow their own procedure (Article 6, paragraph 1). Resolución 0312 de 2019 checks that the committee is set up and working as part of the Minimum Standards (Articles 9 and 16; standard 1.1.8 in the table of Article 27).

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At a glance

Term	Two (2) years from the date the election or appointment of the members is communicated (Article 5 of Resolución 3461 de 2025)
Composition	Equal numbers of employer and worker representatives: one per side (fewer than five workers), one with an alternate (more than five and fewer than twenty), two with alternates (more than twenty) (Article 3)
Election	The employer appoints its members; workers vote by secret ballot with a public count, following the procedure in the call for elections (Article 3)
Several workplaces	One central committee and one more for each workplace (Article 3)
Meetings	Ordinary meetings every month, with a quorum of half plus one; extraordinary meetings for each harassment complaint (Articles 9 and 10)
Reports	Quarterly reports and one annual report to senior management (Article 6(9) and (10))
Previous rules	Resoluciones 652 and 1356 de 2012, repealed from 11 September 2025 (Article 16)

The resolution counts the two years from the communication of the election or appointment, not from the first meeting; keep that communication as proof of the start date.

Who is responsible?

The employer must set up the committee, call the election of worker representatives and appoint its own (Article 3 of Resolución 3461 de 2025), and make sure it can operate by providing a room, resources and time within working hours (Article 13). Preventive and corrective measures against workplace harassment are the job of the HR and occupational safety and health departments (Article 12). Once formed, the committee draws up its own rules of procedure (Article 4).

If the deadline passes

Resolución 3461 de 2025 provides no automatic extension of the term and no grace period. Non-compliance is punished under Article 91 of Decreto 1295 de 1994, as amended by Article 115 of Decreto 2150 de 1995 and Article 13 of Ley 1562 de 2012, and investigation and sanctions lie with the Ministry of Labour's Territorial Directorates (Article 15). The Minimum Standards check that the committee is composed according to the rules and is in force (Article 16 of Resolución 0312 de 2019).

Review the committee's rules after the change of regulation

Resolución 3461 de 2025 repealed Resoluciones 652 and 1356 de 2012 and sets monthly ordinary meetings (Article 9), while the checklist in Resolución 0312 de 2019 still refers to at least one meeting every three months (Article 16). It is worth reviewing the committee's rules and calendar against the rule now in force.

Tracking it with ExpirySuite

Add the company (or each workplace with its own committee) as a record and enter as the expiry date two years after the election or appointment of the current committee was communicated.
Email reminders arrive 60, 30, 14, 7 and 1 day before and on the day, in time to call the workers' secret ballot and appoint the employer's representatives.
The committee secretary or the HR team can upload the new committee's formation record through a secure link that is valid for 14 days and needs no account; then move the expiry date to two years from the new communication.
Assign the HR team or the SG-SST lead as the responsible person; if the term ends without a new committee, managers get further reminders 3, 7 and 14 days later.

Frequently asked questions

How long does the workplace coexistence committee serve?: Two (2) years from its formation, counted from the date the election or appointment of its members is communicated (Article 5 of Resolución 3461 de 2025).
Are Resoluciones 652 and 1356 de 2012 still in force?: No. Resolución 3461 de 2025 took effect on publication, on 11 September 2025, and expressly repeals Resoluciones 652 and 1356 de 2012 (Article 16).
Is it the same as the COPASST?: No. The workplace coexistence committee is a preventive body for workplace harassment with guiding and conciliatory functions, and it does not decide whether harassment occurred (Article 6 of Resolución 3461 de 2025). The COPASST is the joint occupational safety and health committee and has its own rules and term.
What if the headcount changes during the term?: The committee's composition need not be adjusted until the two-year term ends (Article 5, paragraph 1, of Resolución 3461 de 2025).
Does the committee handle sexual harassment complaints?: No. The committee has no jurisdiction over sexual harassment, because such conduct cannot be conciliated; senior management or the head of HR must set up the procedure for receiving those complaints and the care, prevention and protection measures (Article 6, paragraph 1, of Resolución 3461 de 2025).

Sources

Last checked: Oct 11, 2026 · This page summarises official sources for general information and is not legal advice. Check the linked sources for current rules and fees.

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