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Ecuador

February 02, 2026

KEY DEVELOPMENTS FOR 2026

Opposing Views Between Courts Regarding Additional Severance Payment Established in the Law for People With Disabilities (Ley Orgánica de Discapacidades)

The former Ley Orgánica de Discapacidades established an additional severance payment equal to 18 times the employee’s best monthly remuneration when a person with a disability is fired without just cause. The Constitutional Court later held that this enhanced severance also applies to substitute caregivers (sustitutos) or individuals responsible for a person with a disability, as long as they had notified the employer in some manner of their status or caregiving responsibilities. However, in 2025 the National Court of Justice issued Mandatory Ruling No. 01-2025, establishing binding jurisprudence that notification to the employer is not a requirement for entitlement to the severance benefit under Article 51, since the law does not expressly require it. This creates significant legal uncertainty for employers as the highest courts adopt conflicting interpretations — the Constitutional Court insists on prior notification, while the National Court of Justice rejects it.

On July 3, 2025, the new Ley Orgánica de Personas con Discapacidad was enacted, repealing the prior law. Nevertheless, Article 56 preserves the same indemnity of 18 times the best remuneration, meaning that the interpretative tension between the two courts remains fully applicable under the new law. Employers should take the following steps to ensure all policies and practices are compliant with the current law:

Review dismissal risk assessments to incorporate the conflicting judicial criteria on the applicability of the 18-month enhanced severance.
Update occupational medical evaluations to identify any potential disability.
Revise internal HR procedures to ensure documentation of employee disclosures related to disability, substitute caregiver status or a situation in which an employee has caregiving responsibility for a person with a disability.
Monitor upcoming case law or legislative clarifications as further guidance may be issued to reconcile the conflict between the two high courts.

New Employer Obligations for Preventing Workplace Harassment, Violence and Discrimination Under Ministerial Agreements MDT-2025-102 and MDT-2025-006

In August 2025, the Ministry of Labour issued Ministerial Agreement MDT-2025-102, establishing a comprehensive and mandatory framework for the prevention, detection and response to harassment, discrimination and all forms of violence in the workplace. The regulation applies to all private-sector employers and requires the development, implementation and registration of an Internal Protocol for the Prevention and Eradication of Discrimination, Violence and Workplace Harassment, as well as the adoption of a Psychosocial Risk Prevention Program, which is mandatory for employers with more than 10 workers.

The agreement introduces extensive mandatory employer duties, including protection measures for alleged victims, procedures for physical separation of parties, confidentiality safeguards, documentation obligations, annual evaluation of the protocol, and mandatory registration and approval through the ministry’s online system.

Additionally, Ministerial Agreement MDT-2025-006 establishes employer obligations regarding annual training (minimum of 40 hours) on labor rights, gender equality and workplace harassment prevention, together with annual reporting to the Ministry of Labour. Failure to comply with these obligations may result in administrative sanctions.

These developments significantly increase employers’ compliance burdens, require immediate internal policy updates and broaden potential liability in cases of workplace harassment or discrimination. However, ministerial agreements are not legally binding, meaning their validity depends on the regulatory discretion of the Ministry of Labour. They may be easily modified or repealed with a change in minister or policy direction and so the long-term stability of these obligations remains uncertain. In any case, employers are advised to carry out the following to ensure that they are well-positioned to comply with these requirements.

Register, implement and update yearly the Internal Protocol for the Prevention and Eradication of Discrimination, Violence and Workplace Harassment as well as the Psychosocial Risk Prevention Program in accordance with MDT-2025-102.
Ensure annual training compliance (minimum 40 hours) covering labor rights, gender equality, violence prevention and non-discrimination.
Maintain documentation of all preventive measures implemented, which must be provided to labor authorities upon request.
Adapt internal HR processes to include victim protection measures, confidentiality safeguards, physical separation of parties and tracking mechanisms for case follow-up.
Train HR teams, managers and supervisors on the new internal protocol, response steps, investigation procedures and psychosocial risk mitigation.
Monitor regulatory changes issued by the Ministry of Labour closely.

New Governance and Accountability Rules for Leaders of Workers’ Unions Under Ministerial Agreement MDT-2025-082

The Ministerial Agreement MDT-2025-082 issued this year introduced a significant change to the governance and leadership of workers’ unions, allowing board members to be re-elected only once consecutively, after which they must wait an entire statutory term before becoming eligible again. Labor organizations must uphold democratic election processes, maintain gender parity in leadership when possible and call elections with 90 days’ prior notice to avoid automatic or indefinite extensions of mandates. This measure aims to prevent long-term entrenchment of union leadership, a longstanding concern in Ecuador’s labor relations landscape.

The agreement also requires that union leaders must be active employees under an employment relationship, ensuring legitimate representation of the current workforce. It reinforces transparency and accountability by requiring organizations to keep updated member lists and issue financial and management reports.

As mentioned above, ministerial agreements can be easily modified or repealed with a change in minister or policy direction and so the long-term stability of these obligations remains uncertain. In any case, employers should monitor union leadership terms to ensure compliance with the maximum consecutive re-election rule and track the issuance of financial or management reports from higher-level union bodies when relevant.

With thanks to Diego José Jaramillo Intriago, Fabián Jaramillo Terán and Camila Cabrera of Jaramillo Davila for their invaluable collaboration on this update.

KEY DEVELOPMENTS FOR 2025

Minimum Wage for 2025

The basic minimum monthly salary for 2025 has been increased from $460 to $470. It was established through agreements between representatives of employers and workers, taking into consideration various factors such as the cost of basic necessities, service fares, etc. This increase may benefit the local economy by boosting purchasing power and stimulating economic activity. Employers should plan accordingly and allocate resources for salary adjustments in the upcoming year.

Abandoning an Appeal Due to the Worker's Absence from a Hearing is Held to be Ineffective

The 1617-20-EP/24 Ruling by the Constitutional Court of Ecuador establishes a binding precedent with significant implications. This decision determines that declaring the abandonment of an appeal due to the worker's absence from a hearing is not effective, reinforcing the special protection that labour law grants to workers and promoting a favourable interpretation of procedural rules. The ruling presents the guarantee of access to justice for workers in reducing procedural barriers that protect their rights. Furthermore, this ruling could have other repercussions, such as increasing the workload for the courts due to the rise in the number of cases that reach substantive analysis. Employers are advised to remain aware of current labour hearings to observe the attitude of the courts, particularly the constitutional court rulings to determine if there is any change in the interpretation of this or any other ruling, or the precedent itself.

Power Shortages and Their Impact on the Employment Market

Since September 2024, Ecuador has been subject to government-programmed power outages. This measure was required because Ecuador relies almost entirely on hydroelectric power, combined with one of the most severe region-wide droughts on record. The programmed power outages vary weekly and can happen during any time of day and night, meaning several employer operations have been interrupted or have opted to acquire diesel-powered generators, resulting in increased operational costs for employers. It is still unknown how these power shortages will affect employment rates and employer income, but it would not be surprising to see a decline in both aspects, especially if the shortages continue, as they are expected to.

Therefore, employers should factor the increased operational costs they may incur into their budgeting, continue to remain updated on the varying power outages calendar and also consider the impact of these shortages on employment in the coming months and potential changes they may need to prepare for in their employment and recruitment practices.

With thanks to Diego José Jaramillo and Fabián Jaramillo Terán of Jaramillo Davila for their invaluable collaboration on this update.

KEY DEVELOPMENTS FOR 2024

Legislative Developments Regarding Rights of Workers and Care Leave

The Ley Orgánica del Derecho al Cuidado Humano was published in 2023 and establishes and regulates the rights of workers regarding the care of their children, dependents, and other family members in need of attention or protection. In the workplace, employers are mandated to provide periodic permits for prenatal check-ups, care for infants, and ensure job stability during pregnancy, childbirth, and lactation. This legislation introduces reforms to the Labor Code, notably increasing paid paternity leave, extending unpaid leave for childcare, the breastfeeding period, and adoption leave. Additionally, various paid or unpaid leaves are included to ensure the right to human care, with employers required to offer childcare services for children up to the age of five.

These new changes improve the flexibility of Ecuadorian labour law and guarantee workers' rights. Regarding enforcement, the law requires HR departments to verify compliance with these provisions, with possible sanctions for non-compliance. Furthermore, significant changes are introduced in temporary contracts, eliminating the 35% surcharge on remuneration (witch was mandatory to workers with this type of contract) and allowing the extension of the contract period during the duration of the licensed leave. This legislation represents a comprehensive step forward in recognizing and supporting the importance of care obligations in the workplace.

Equality in the Workplace for Women

The main objective of the Ley Orgánica para Impulsar la Economia Violeta is to ensure equality in the workplace for women. There are several key changes, summarised as follows:

The law seeks to improve hiring systems by expressly prohibiting any discriminatory practices in personnel selection, promoting a selection process based solely on skills and abilities.
The law directly establishes the need to define objective parameters for calculating compensation, considering the nature of the functions, professional conditions and related factors with the purpose of ensuring salary equity for women.
The law introduces a more flexible regime for maternity leave, allowing mothers to determine how they wish to enjoy this right.
The working hours of nursing mothers is reduced from eight to six hours per day during the twelve months following childbirth.

In summary, the law aims to centrally ensure and expand the rights of women in the workplace. There are no specific steps established for the implementation of these standards by employers. The legislator's intention is that all these provisions be incorporated promptly and immediately. However, to carry out this implementation, the drafting of addendums, amendments to the internal regulations, and adjustments to the company's internal processes are required.

Ministerial Developments Regarding Inspection Procedures

The Acuerdo Ministerial No. MDT-2023-140 aims to regulate general standards for employer obligation control and inspection procedures. It is mandatory for all employers and workers in the public and private sectors subject to the Labor Code, as well as Regional Directors of Labor and Public Service and labour inspectors. It establishes the employer's obligation to register on the computer platform provided by the Ministry of Labor, sign an agreement for the use of electronic means, and keep labour information up-to-date. Additionally, it emphasises the employer's responsibility in preserving information provided by workers, allowing storage in digital repositories with the same validity as physical documents. It sets requirements for employment contracts, the obligation to maintain a registry of workers and the necessity of having a user account on the Ministry of Labor's platform. This ministerial agreement represents a significant advancement in labour law administrative processes in Ecuador, ensuring efficiency, information protection, and modernization. This ministerial accord outlines the use of a digital platform as a repository for all company labour information. The regulations specifically mandate the registration of internal work regulations, paid benefits, termination agreements and additional remunerations. According to this legal body, employers are required to register on the computer platform designated by the Ministry of Labor, subscribe to the electronic media usage agreement and consistently update the information in the system to align with current regulations.

With thanks to Fabian Jaramillo and Diego J. Jaramillo of Jaramillo Davila for their invaluable collaboration on this update.

KEY DEVELOPMENTS FOR 2023

Ecuador and Mexico FTA

After several years of negotiation, a Free Trade Agreement between Mexico and Ecuador is about to be signed, which will allow our country to become a member of the Pacific Alliance. These agreements generate an opening of markets for national production. This will in turn generate an increase in productive activity and job offerings.

Employers must prepare for this scenario, which will be ideal for boosting the economy, obviously affected by the COVID-19 pandemic.

State Budget 2023

In October 2022, the Ecuadorian government under President Guillermo Lasso presented the state budget for the coming year 2023.

The budget proposes a reduction of public spending as a mechanism to reduce the fiscal deficit that has been permanent in recent years and that has affected the growth of the economy. For the year 2023, a positive index is expected that will result in an increase in commercial and productive activity. At the same time there are important projects to help the poorest sectors of society.

Because of this, employers must take advantage of a growing economy with increased business opportunities in 2023, as well as a more dynamic marketplace.

Minimum Wage Increase for 2023

The decrease in formal work in recent years in Ecuador has been notorious. At the beginning of the year 2022, it was determined that seven out of 10 Ecuadorians able to work did not have a formal job. This year an increase of 1.1% has been announced for adequate employment in Ecuador. Unquestionably, other legislative measures are required to solve the serious employment problem.

However, President Guillermo Lasso established by presidential decree that the monthly minimum wage for 2023 would be $450, one of the highest in the region.

This increase in basic remuneration discourages new entrepreneurs in their desire to start formal activities. Employers must also take this increase into account for the coming year 2023.

With thanks to Fabián Esteban Jaramillo Intriago and Fabián Jaramillo Terán of Jaramillo Davila for their invaluable collaboration on this update.

KEY DEVELOPMENTS FOR 2022

Reform of Labour Code

The current Government office led by Guillermo Lasso is pushing forward reforms to the labour regime with the intention of making changes in favour of a more flexible system. The intention is to adapt the Ecuadorian Labour Code, which has existed since 1938, to reflect the reality of the current employment market where no more than 30% of people have a stable job in Ecuador.

The Government expects to make changes to several elements of current labour contracts, making these changes applicable only to new workers after the law has passed. No workers with an existing labour contract will be affected. Some of the areas to be included in these reforms include the flexibilization of work hours, promotion of youth and senior job opportunities, and reduced hiring cost for employers.

Employers should keep a close eye on these possible changes, which will allow both current and future national and international investors to take advantage of new hiring opportunities in Ecuador. These will also allow employers to plan out new strategies for their production lines and the efficiency of the new labour hiring models.

Tax Reforms in Light of the COVID-19 Pandemic

The Ecuadorian Government plans to introduce tax reforms that aim to compensate the losses caused by the COVID-19 pandemic and deal with historic tax issues that were caused by past governments and criticized by the current office. These tax reforms are expected to have an impact on several industries in Ecuador, as well as on individuals. Some of these changes include: (i) elimination of taxes on female hygiene products; (ii) elimination of taxes for foreign accommodation; (iii) elimination of hereditary taxes for sons/daughters and spouses; and (iv) elimination of special consumption taxes for mobile phones, videogames and hybrid/electric vehicles.

The changes to the tax regime have three aims: (i) to incentivise foreign investment; (ii) to reduce taxes for the middle and lower class; and (iii) to generate government resources from the highest earning individuals and companies.

It will be essential for employers to stay updated on any proposals that will come into force, since some of these changes could pose an interesting incentive for further investment or new development opportunities in the country.

Ratification of Foreign Investment Dispute Resolutions Presents New Opportunities for Local and International Businesses in Ecuador

On 16 July 2021, Ecuador ratified the ICSID Convention which deals with foreign investment dispute resolutions. This came into effect on 3 September 2021. The expectation is that the ratification will provide foreign investors with added security and certainty when choosing Ecuador for the development of their business. These recent changes, as well as the possibility of incentives to be applied in the coming year, create an interesting opportunity for current employers in Ecuador as well as employers considering expanding their business to the country.

KEY DEVELOPMENTS FOR 2021

Ministerial Agreement Issued to Regulate Teleworking

In August 2016, Ministerial Agreement MDT‑2016‑190 was issued that created and regulated telework contract in Ecuador. Even with its novelty, teleworking was not adopted by private companies, and it was obligatorily applied in the public sector for a minimum of workers in the oil sector. It is with the COVID‑19 pandemic that the interest and real need for telework is born. Partly as a result of this need, the Organic Law of Humanitarian Support was issued on 22 June 2020, which amended the Labour Code and formally included in its text the institution of teleworking. This was the first eminently legal provision that contemplated teleworking in detail and has since been adopted in a variety of companies and productive sectors nationwide whose capabilities and nature of the labour done allow so. It is likely that this trend will continue and increase in the coming year.

New Labour Contracts

In recent years Ecuador has maintained an approximate 60% of its population in underemployment and unemployment. This percentage has only increased because of the COVID‑19 pandemic, which is why the Organic Law of Humanitarian Support was published as well as several agreements from the Ministry of Labour that created new contracts that sought to promote hiring opportunities that, until then, were almost inexistent. Among the ones incorporated by the Humanitarian Support Law are the agreement for the preservation of sources of work, the special emergency contract, and the emergency reduction of working hours. Although these present new contractual opportunities for the worker and employer, they have the limitation that all these figures have a maximum duration of one year, extendable for a single additional year. For their part, the ministerial agreements presented new forms of contracting in the form of the youth contract, entrepreneurship contract, contract for the productive sector and contract for the tourist, cultural, and recreational areas. These contracts present incentives for employers, entrepreneurs, and workers from different fields to generate new job opportunities without the costs involved in the indefinite time contract that has been the general rule present in the Labour Code. The only deficiency of these figures is that they have been created by Ministerial Agreements and not by a Law, which generates uncertainty about their prolonged presence within the Ecuadorian legal system. Nonetheless, this new contracts are due to be implemented in 2021.

Humanitarian Law's Interpretative Provision Regarding Force Majeure

With the publication of the Organic Law of Humanitarian Support, an interpretative provision was included to article 169, numeral 6 of the Labour Code. This article contemplated the possibility of terminating labour contracts due to force majeure (i.e. events like fires, earthquakes, and any extraordinary event that was not foreseeable or resistible that made work impossible, like the COVID‑19 pandemic). This provision has been used during the pandemic to terminate a large number of labour contracts. Nonetheless, this interpretative provision of the Organic Law of Humanitarian Support, which applies backwards in the time of its publication on 22 June added an additional requirement to be able to apply force majeure as a cause for termination of an employment contract. The requirement was that the impossibility of carrying out the work due to unforeseeable circumstances or force majeure must be linked to the total and definitive cessation of the economic activity of the employer. This provision generated new doubts about an article that existed since the publication of the Labour Code in 1938, doubts that were reflected in several claims of unconstitutionality of this provision as well as consultations to the Constitutional Court raised by Labour Judges who already received cases based on force majeure, both which have not yet been resolved. Thus, the trend or jurisprudential expectation for 2021 depends on the resolution taken by the Constitutional Court on this issue, a decision that will mark an accentuated jurisprudential line on the decisions of Labour Judges regarding force majeure in the case of the pandemic for the termination of labour contracts.

With thanks to Fabián Jaramillo Terán and Fabián Esteban Jaramillo Intriago of Jaramillo Dávila Abogados for their invaluable collaboration on this update.