Análisis del enfoque jurídico laboral de la discrecionalidad del empleador en despidos con justa causa en relación con el contenido de los reglamentos internos de trabajo en Colombia (2020 – 2025)
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Fecha
2026
Autores
Rodas Niño, José Leonardo
Rodríguez Sánchez, Yeinny Andrea
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Ediciones Universidad Simón Bolívar
Facultad de Ciencias Jurídicas y Sociales
Facultad de Ciencias Jurídicas y Sociales
Resumen
En Colombia, se presentan casos en los que se alegan despidos injustificados originados en supuestas faltas disciplinarias, amparados en el artículo 62 del Código Sustantivo del Trabajo, el cual faculta al empleador para terminar el vínculo laboral ante cualquier obligación, prohibición, o en general cualquier falta que se califique taxativamente como grave. (Chávez, 2021) Esta situación hace relevante el análisis de la discrecionalidad patronal, la reciente jurisprudencia de la Corte Suprema de Justicia, en la sentencia SL 520 de 2025, reconoce nuevas modalidades de despido con justa causa, como el incumplimiento de metas comerciales, siempre que dichas metas estén expresamente consignadas
en los RIT.
Adicionalmente, la Ley 2466 de 2025 introdujo modificaciones que fortalecen las garantías procesales en los procedimientos disciplinarios. La discrecionalidad del empleador para despedir con justa causa tiene su fundamento en el artículo 62 del Código Sustantivo del Trabajo, el cual establece, de manera expresa, las causales para la terminación unilateral del contrato de trabajo. (Congreso de la República, 2025) Si bien el empleador puede ejercer su jerarquía y tienen una discrecionalidad para definir que conductas van en contra de los preceptos de la empresa, a través del RIT, la aplicación como una justa causa para terminar el vínculo laboral ha pasado de ser un acto unilateral discrecional a un procedimiento que busca garantizar los derechos de los trabajadores, de esta manera el despido ya no solo dependerá de la existencia de la supuesta falta sino también del respeto al debido proceso disciplinario y la dignidad del trabajador.
In Colombia, cases arise in which unjustified dismissals are alleged based on purported disciplinary infractions, under Article 62 of the Substantive Labor Code, which empowers employers to terminate employment for any obligation, prohibition, or, in general, any infraction expressly classified as serious. ( Chávez, 2021). This situation makes the analysis of employer discretion relevant. Recent jurisprudence from the Supreme Court of Justice, in ruling SL 520 of 2025, recognizes new forms of dismissal for just cause, such as failure to meet sales targets, provided that these targets are expressly stipulated in the Internal Work Regulations. Additionally, Law 2466 of 2025 introduced modifications that strengthen procedural safeguards in disciplinary proceedings. The employer's discretion to dismiss for just cause is based on Article 62 of the Substantive Labor Code, which expressly establishes the grounds for unilateral termination of the employment contract. (Congress of the Republic, 2025) While the employer may exercise their hierarchical authority and has discretion to define which conduct violates company policies, the Internal Regulations (RIT) have transformed the application of just cause for terminating employment from a unilateral, discretionary act to a procedure designed to guarantee workers' rights. Thus, dismissal will no longer depend solely on the existence of the alleged misconduct but also on respect for due process and the dignity of the worker
In Colombia, cases arise in which unjustified dismissals are alleged based on purported disciplinary infractions, under Article 62 of the Substantive Labor Code, which empowers employers to terminate employment for any obligation, prohibition, or, in general, any infraction expressly classified as serious. ( Chávez, 2021). This situation makes the analysis of employer discretion relevant. Recent jurisprudence from the Supreme Court of Justice, in ruling SL 520 of 2025, recognizes new forms of dismissal for just cause, such as failure to meet sales targets, provided that these targets are expressly stipulated in the Internal Work Regulations. Additionally, Law 2466 of 2025 introduced modifications that strengthen procedural safeguards in disciplinary proceedings. The employer's discretion to dismiss for just cause is based on Article 62 of the Substantive Labor Code, which expressly establishes the grounds for unilateral termination of the employment contract. (Congress of the Republic, 2025) While the employer may exercise their hierarchical authority and has discretion to define which conduct violates company policies, the Internal Regulations (RIT) have transformed the application of just cause for terminating employment from a unilateral, discretionary act to a procedure designed to guarantee workers' rights. Thus, dismissal will no longer depend solely on the existence of the alleged misconduct but also on respect for due process and the dignity of the worker
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Palabras clave
Justa causa, Debido proceso, Unilateral, Discrecionalidad, Reglamento interno de trabajo
