Ensuring employee health and safety compliance is a critical aspect of workforce management, particularly for companies operating across multiple countries. While health and safety obligations exist throughout Latin America, regulations and requirements can differ significantly from one country to another. Here's an overview of the key obligations for employers in Colombia, Peru, and Ecuador.
Colombia Health & Safety Compliance: Medical Evaluations and Employee Protection
From November 6, 2025, under Resolution 1843/2025, Colombian employers must conduct medical evaluations under several circumstances:
At least every 3 years.
Pre-employment.
Returning from medical leave.
Termination of employment.
New role assignments or job relocations.
Situations that could impact employee health.
Employers must carry out these evaluations during working hours at no cost to the employee, and implement any recommended workplace modifications within 20 working days. Employees cannot be required to submit to pregnancy or HIV testing unless there is a justified occupational risk. All occupational medical records must remain confidential for 20 years.
Employers are responsible for:
Informing workers of workplace risks and implementing preventive measures.
Facilitating access to courses and educational programs on hazard prevention.
Employees are expected to:
Participate in training and workplace health plans.
Be truthful about their health and report any risks or dangers.
Colombia's regulations emphasise both preventive care and shared responsibility between employer and employee.
Peru Workplace Safety Compliance: Policies, Risk Assessments, and Employee Collaboration
Peruvian law requires employers to monitor employee health through routine medical examinations at least every 2 years, which the employer must cover. While examinations are generally optional at the end of employment, they are mandatory for high-risk roles.
Employers must also:
Implement a formal workplace health and safety policy, developed with employee consultation.
Conduct annual workplace risk assessments.
Where there are more than 20 employees ensure that occupational health and safety compliance management systems are properly documented and available to the Labor Inspectorate.
Where there are more than 20 employees, an internal regulation of safety and health at work must be developed and a copy supplied to each worker.
Employers may delegate the development and implementation of health and safety systems to competent third parties, but remain accountable.
An occupational health and safety supervisor must be appointed where there are less than 20 workers.
At least four training sessions must be carried out per year.
Peru's framework highlights structured policies, employee collaboration, and formal documentation as key components of compliance.
Ecuador Health & Safety Compliance: Facilities, Risk Management, and Safety Systems
In Ecuador, workplace health and safety regulations focus on facilities, risk prevention, and structured management:
Employers must provide sanitary installations (toilets, showers, sinks, changing rooms) and sufficient drinking water.
Companies with 50+ employees must provide eating areas if the workplace is located more than 2 km from the nearest town.
Employers must also:
Develop a risk prevention plan.
Conduct risk recognition and assessments.
Implement safety and health management measures to protect employees’ welfare.
Workplace obligations vary depending on the number of employees:
1–9 employees: Employers must guarantee workers’ right to participate in occupational safety and health matters.
10–49 employees: An Occupational Safety and Health Delegate must be democratically elected.
25–99 employees: At least one Occupational Safety and Health Technician must be designated (minimum part-time).
50 or more employees: An Occupational Safety and Health Committee is required.
100–199 employees: At least one full-time Occupational Safety and Health Technician must be designated.
200 or more employees: One Occupational Safety and Health Technician must be designated, plus additional technicians proportionally: 1 for every 200 employees in low/medium-risk companies, or 1 for every 100 employees in high-risk companies.
Ecuador's regulations emphasise infrastructure, formal risk management, and dedicated health and safety units in larger workplaces.
Key Takeaways for Global Employers
While Colombia prioritises medical surveillance and preventive care, Peru focuses on structured policies, documentation, and collaboration with employees. Ecuador highlights workplace facilities, formal risk assessments, and dedicated health and safety units in larger organizations.
For companies operating across these countries, understanding the nuances of each jurisdiction is essential to ensure global hiring compliance, protect employee welfare, and avoid regulatory penalties.
Partnering with a local Employer of Record (EOR) solutions provider or HR compliance expert can help navigate these obligations efficiently.
How an Employer of Record Can Help
An EOR solutions provider like Atlas HXM simplifies compliance across Latin America. By partnering with an EOR service, companies can:
Ensure all local health and safety obligations are met without setting up local entities.
Manage employee medical evaluations, risk assessments, and workplace policies.
Maintain compliance documentation and reporting for labor authorities.
Protect employee welfare consistently across multiple countries.
What Employers Should Do Next
Employers should audit existing HR policies and contracts in Colombia, Peru, and Ecuador, implement compliant health and safety programs, and ensure managers are trained to enforce local regulations and respond to employee needs. Partnering with an Employer of Record (EOR) can simplify compliance across these regions, helping to manage local requirements efficiently while reducing administrative burden. Regularly reviewing risk assessments and preventive measures ensures your business stays up to date.