Formal obligations of employers on the registration of foreign employees in SIRE and RUTEC databases.
At the time of making a labor contract, certain obligations arise for the employer, and in case the hiring is of a foreign person, it will have additional formal obligations. One of them is that the employer must register the employee's data and contract details in two databases:
Sistema de Información para el Reporte de Extranjeros (SIRE), administered by Migración Colombia and the Registro Único de Trabajadores Extranjeros en Colombia (RUTEC) administered by the Ministerio de Trabajo. The purpose of both databases is to facilitate migration control, statistical measurement, monitoring compliance with labor regulations and collect reliable information for the implementation of public migration and labor policies.
Regarding the SIRE, it’s regulated by Resolution 2357 of 2020 issued by the Unidad Administrativa Especial Migración Colombia. This resolution indicates that the objects of registration are “los reportes de vinculación, contratación, empleo, admisión, matrícula, desvinculación, retiro, ingreso, alojamiento y hospedaje, atención médica de hospitalización o urgencias, realización de espectáculos artísticos, culturales o deportivos dentro del territorio nacional, y del transporte nacional e internacional de extranjeros se realizaran a través del Sistema de Información para el Reporte de Extranjeros (SIRE).”
With regard to the labor issue, which is the objective of this article, the registration of the worker and details of the employment contract must be made within fifteen (15) calendar days after the start or termination of the contract. If it isn’t done within the term, the employer is immersed in a moderate administrative infraction and will be deserving of a pecuniary penalty between four and one hundred minimum wages.
On the other hand, all dependent and independent foreign employees who are in Colombian territory must be registered in the RUTEC. According to Resolution 2386 of 2018, the registration must be made by the employer within one hundred twenty (120) calendar days following the employee's relationship. Any news about the contract, including the location data of the foreigner, must be made within thirty (30) calendar days remember that, if not done within the established terms, you may incur a penalty between one and five thousand minimum wages.
It's important to clarify that fines are the result of an administrative sanctioning process, in which the rights of defense and due process must be strictly complied with. For this reason, in case of incurring any fault of this type, in QUIP we are able to defend your interests and design strategies to avoid incurring administrative faults before Migración or the Ministerio de Trabajo for breach of formal registration obligations.
Para mantenerse al tanto en actualidad jurídica puede seguirnos en nuestras redes sociales Linkedin and Instagram. Si requiere más información puede comunicarse con nosotros a través del correo comunicaciones@quip.legal