SENA Apprenticeship Contract Colombia (Contrato de Aprendizaje SENA)

A SENA Apprenticeship Contract Colombia (Contrato de Aprendizaje) is a special training agreement governed by Article 30 of Ley 789 de 2002 and regulated by Decreto 933 de 2003, which establishes a relationship between a company sponsor (empresa patrocinadora) and an apprentice (aprendiz) enrolled in a training programme at the Servicio Nacional de Aprendizaje (SENA) or another authorized educational institution. Article 30 of Ley 789 de 2002 explicitly defines the contrato de aprendizaje as a special form within labour law (forma especial dentro del Derecho Laboral) that is distinct from an ordinary employment contract — the apprentice receives practical training rather than performing productive work as the primary purpose of the relationship.

The legal framework distinguishes the apprenticeship contract from standard employment in several critical aspects. Under Ley 789 de 2002 Article 30 paragraph 2, the apprenticeship contract does not constitute a contrato de trabajo (employment contract) and therefore does not generate prestaciones sociales — cesantías, intereses sobre cesantías, prima de servicios, or vacaciones — as established in the Código Sustantivo del Trabajo. The Sala de Casación Laboral of the Corte Suprema de Justicia has upheld this distinction, confirming that the support allowance (apoyo de sostenimiento) is not salary and does not trigger the social benefit obligations of ordinary employment.

Every SENA apprenticeship programme consists of two distinct phases. The etapa lectiva (academic phase) takes place at the SENA training centre or authorized educational institution, where the apprentice acquires theoretical knowledge and technical skills. The etapa productiva (practical phase) takes place at the sponsoring company's facilities, where the apprentice applies acquired knowledge under supervised conditions. Decreto 933 de 2003 Articles 3 through 5 regulate the duration, conditions, and documentation requirements for each phase.

The support allowance (apoyo de sostenimiento) during the apprenticeship is regulated by Ley 789 de 2002 Article 30 paragraph 5. During the etapa lectiva, the apprentice receives a monthly support allowance equivalent to 50% of one salario mínimo mensual legal vigente (SMLMV) — COP$711.750 for 2025 based on the SMLMV of COP$1.423.500 established by Decreto 2292 de 2024. During the etapa productiva, the support allowance increases to 75% of one SMLMV — COP$1.067.625 for 2025. When the apprentice belongs to a household classified in SISBEN levels 1 or 2 (vulnerable population), the apprentice receives 100% of the SMLMV during the etapa productiva under Ley 789 de 2002 Article 30 paragraph 5.

Social security obligations for apprentices are limited but mandatory. The sponsoring company must affiliate the apprentice to an Entidad Promotora de Salud (EPS) for health coverage — the company covers the full contribution (12.5% of one SMLMV) during both phases, as the apprentice is exempt from the 4% worker contribution under Decreto 933 de 2003 Article 11. The company must also affiliate the apprentice to an Administradora de Riesgos Laborales (ARL) during the etapa productiva under Ley 1562 de 2012, with the ARL contribution calculated on one SMLMV regardless of the actual support allowance amount. Pension contributions through AFP or Colpensiones are not required during the apprenticeship period under Ley 789 de 2002.

The cuota de aprendices (apprentice quota) is established by Ley 789 de 2002 Article 33 and regulated by Decreto 933 de 2003 Article 12. Companies with more than 15 workers must hire SENA apprentices at a ratio determined by SENA based on the company's workforce size and economic activity — typically one apprentice per every 20 workers. Companies that fail to meet their apprentice quota must pay a monetary penalty (monetización) to SENA equivalent to the support allowance for the unfilled positions. The Ministerio del Trabajo and SENA jointly enforce compliance with apprentice quota obligations.

The Decreto Único Reglamentario del Sector Trabajo — Decreto 1072 de 2015 — consolidates regulatory provisions governing apprenticeship contracts in Libro 2, Parte 2, Título 6. SENA regional offices (Centros de Formación) coordinate the assignment of apprentices to sponsoring companies through the SENA employment service platform (Agencia Pública de Empleo). The apprenticeship contract must be registered with SENA through the SGVA (Sistema de Gestión Virtual de Aprendices) platform within five business days of execution.

Colombian labour courts — Juzgados Laborales del Circuito — adjudicate disputes arising from apprenticeship contracts, with appeals to the Sala Laboral of the Tribunal Superior de Distrito Judicial. The Corte Constitucional in Sentencia T-906 de 2007 established that the training purpose must be genuine and verifiable — sponsoring companies that assign apprentices to productive work without meaningful training exposure risk reclassification of the arrangement as an ordinary employment contract with retroactive prestaciones sociales obligations.

A SENA Apprenticeship Contract Colombia is required whenever a Colombian company with more than 15 workers must comply with its apprentice quota (cuota de aprendices) established by Article 33 of Ley 789 de 2002 and regulated by Decreto 933 de 2003 Article 12. SENA determines the specific quota for each company based on workforce size and economic sector — the standard ratio is one apprentice per every 20 full-time workers, though SENA may adjust this ratio based on the company's industry classification.

Companies registered with the Cámara de Comercio — whether a Sociedad por Acciones Simplificada (SAS) under Ley 1258 de 2008, a Sociedad de Responsabilidad Limitada (Ltda.), or a Sociedad Anónima (SA) — must execute formal apprenticeship contracts when accepting SENA-assigned apprentices. The contract formalizes the company's commitment to provide supervised practical training during the etapa productiva while SENA delivers the theoretical instruction during the etapa lectiva at its Centros de Formación.

The apprenticeship contract is needed when a company voluntarily sponsors apprentices beyond its mandatory quota — Ley 789 de 2002 permits companies to hire additional apprentices as part of their corporate social responsibility programmes or workforce development strategies, with the same contractual framework and support allowance obligations applying to voluntary apprentices.

The document is required for registration with SENA through the SGVA (Sistema de Gestión Virtual de Aprendices) platform. Decreto 933 de 2003 Article 8 mandates that apprenticeship contracts be registered with SENA within five business days of execution. Failure to register the contract may result in SENA imposing the monetización penalty on the sponsoring company for non-compliance with its apprentice quota.

A SENA Apprenticeship Contract is also needed when a company transitions an apprentice from the etapa lectiva to the etapa productiva — while a single contract may cover both phases, the change in support allowance (from 50% to 75% of SMLMV, or 100% for SISBEN 1-2 apprentices) must be documented. The Ministerio del Trabajo inspectors verify compliance with apprenticeship obligations during workplace inspections under CST Articles 485 through 487.

Under the principio de primacía de la realidad (CST Article 23, Constitución Política Article 53), Colombian labour courts will reclassify an apprenticeship contract as an ordinary employment contract when the apprentice performs productive work identical to regular employees without receiving genuine training, when the sponsoring company assigns the apprentice to duties unrelated to the SENA programme, or when the etapa productiva extends beyond the authorized duration without SENA approval. The Corte Constitucional in Sentencia T-906 de 2007 reinforced that the training purpose must be genuine and verifiable.

Companies operating in sectors regulated by specific technical standards — manufacturing under Resolución 2400 de 1979, construction under Resolución 2413 de 1979, and mining under Decreto 1335 de 1987 — must provide apprentices with sector-specific safety training and personal protective equipment during the etapa productiva. The ARL affiliation for the apprentice must reflect the risk classification of the sponsoring company's economic activity under Decreto 1295 de 1994 and Ley 1562 de 2012. The Ministerio del Trabajo and SENA jointly conduct periodic audits of apprenticeship programmes to verify that sponsoring companies maintain adequate training infrastructure, qualified tutors, and safe working conditions for all apprentices assigned to their facilities.

A valid SENA Apprenticeship Contract Colombia under Ley 789 de 2002 Article 30 and Decreto 933 de 2003 must contain the following elements to satisfy SENA registration requirements and the social security obligations established by the Corte Constitucional.

Identification of Sponsoring Company: Full legal name, NIT (Número de Identificación Tributaria assigned by the DIAN), Cámara de Comercio matrícula mercantil, registered address, and identification of the representante legal — verified through a Certificado de Existencia y Representación Legal. The company's economic sector and CIIU code (Clasificación Industrial Internacional Uniforme) must be referenced, as SENA uses this classification to determine the apprentice quota under Decreto 933 de 2003 Article 12.

Identification of Apprentice: Full legal name, cédula de ciudadanía (for apprentices over 18) or tarjeta de identidad (for apprentices aged 14-17 with parental authorization under CST Articles 29-35 on child labour as modified by Ley 1098 de 2006 — Código de la Infancia y la Adolescencia), residential address, and contact information. For underage apprentices, the written authorization of both parents or legal guardian and the approval of the Inspector de Trabajo are required under Decreto 933 de 2003.

SENA Programme Details: Identification of the specific SENA training programme (programa de formación), the SENA Centro de Formación where the etapa lectiva will take place, the programme code assigned by SENA, and the total duration of the programme in months. SENA programmes range from técnico (approximately 12 months) to tecnólogo (approximately 24 months), each with a defined proportion of lectiva and productiva phases.

Phase Duration and Schedule: Specific start and end dates for the etapa lectiva and etapa productiva. Decreto 933 de 2003 Article 5 establishes that the total apprenticeship duration may not exceed two years. The daily schedule during the etapa productiva must comply with the maximum working hours under CST Article 158 as modified by Ley 2101 de 2021. Apprentices under 18 are subject to reduced working hour limits under Ley 1098 de 2006 Article 114.

Support Allowance (Apoyo de Sostenimiento): The monthly support allowance amounts for each phase under Ley 789 de 2002 Article 30 paragraph 5: 50% of SMLMV during the etapa lectiva (COP$711.750 for 2025) and 75% of SMLMV during the etapa productiva (COP$1.067.625 for 2025). For apprentices classified in SISBEN levels 1 or 2, the etapa productiva allowance increases to 100% of SMLMV (COP$1.423.500 for 2025). The payment frequency and method must be specified.

Social Security: The sponsoring company must affiliate the apprentice to an EPS for health coverage, paying the full 12.5% contribution on one SMLMV during both phases — the apprentice is exempt from the 4% worker contribution under Decreto 933 de 2003 Article 11. ARL affiliation is mandatory during the etapa productiva under Ley 1562 de 2012, with the contribution calculated on one SMLMV. Pension contributions are not required during the apprenticeship under Ley 789 de 2002.

Training Obligations: The sponsoring company's obligation to provide supervised practical training aligned with the SENA programme curriculum, designate a qualified workplace tutor (tutor empresarial) responsible for guiding the apprentice during the etapa productiva, and provide the tools, materials, and workspace necessary for the training activities. Decreto 933 de 2003 Article 7 requires that the practical training directly relate to the apprentice's SENA programme.

Apprentice Obligations: The apprentice's commitment to attend all academic sessions during the etapa lectiva, comply with SENA's academic regulations, perform the assigned training activities during the etapa productiva with diligence, and maintain the confidentiality of the sponsoring company's proprietary information.

Termination Causes: Specific grounds for early termination under Decreto 933 de 2003 Article 10: academic failure at SENA (cancellation of enrolment), serious disciplinary misconduct by the apprentice, mutual agreement, and the completion of the apprenticeship programme. Unjustified termination by the sponsoring company triggers the obligation to continue paying the support allowance for the remaining contract period.

SENA Registration: Statement that the contract will be registered with SENA through the SGVA platform within five business days of execution, as required by Decreto 933 de 2003 Article 8.

Occupational Health and Safety: The sponsoring company must include the apprentice in the SG-SST under Decreto 1072 de 2015, Título 4, Parte 2, Libro 2, and Resolución 0312 de 2019. During the etapa productiva, the company must provide a safety induction appropriate to the specific training activities, supply personal protective equipment at no cost, and conduct medical examinations (exámenes médicos ocupacionales de ingreso) funded by the company. The ARL coverage applies from the first day of the etapa productiva and covers workplace accidents (accidentes de trabajo) and occupational diseases (enfermedades laborales) occurring during training activities.

Monetización Alternative: Companies that cannot fulfill their apprentice quota through direct contracting may opt for monetización — paying SENA a monthly penalty equivalent to 75% of one SMLMV (COP$1.067.625 for 2025) for each unfilled apprentice position under Ley 789 de 2002 Article 34. The monetización is reported and paid through the PILA system and is deductible as a business expense for income tax purposes under the Estatuto Tributario.

Forms-legal.com provides this SENA Apprenticeship Contract Colombia template as a practical starting point for formalizing apprenticeship relationships. Every apprenticeship contract should be reviewed by a licensed abogado laboralista and coordinated with the relevant SENA Centro de Formación to confirm programme-specific requirements and apprentice quota compliance.