The current reference framework
Resolution 1843 was issued on 29 April 2025 and published in May. It regulates occupational medical evaluations and clinical records, repealing Resolution 2346 of 2007 and Resolution 1918 of 2009 among others. Its initial six-month implementation period has already elapsed.
Organising an occupational medical examination in Colombia requires this framework together with relevant activity-specific provisions. The resolution does not turn every evaluation into the same examination package or remove the healthcare professional’s clinical independence.
Match evaluations to exposure and circumstances
It covers pre-employment, periodic, exit, post-incapacity, return-to-work and follow-up or control evaluations. Periodic assessments require justification based on exposure and health conditions. The exceptional maximum interval of three years is not an automatic frequency suitable for every job.
Employers need to provide sufficient information about tasks and exposure. Moving to duties involving greater risks, for example, may require a specific evaluation. Merely confirming that a previous examination remains on file does not resolve that question.
A medical opinion is not the clinical record
The employer receives an occupational medical opinion containing recommendations or restrictions needed to adapt work. Clinical records remain subject to confidentiality and healthcare custody requirements. Giving a complete clinical file to the line manager is not an appropriate way to implement a recommendation.
The opinion should specify duration and follow-up where relevant. The resolution restricts use of the expression unfit, with exceptions for the special evaluations it identifies. This helps prevent a general label replacing consideration of suitable work adjustments.
Turn recommendations into action
A useful process identifies who receives the opinion, who arranges adjustments and how implementation is checked without circulating diagnoses. Examinations must be provided by organisations and professionals meeting the applicable requirements.
Costs are borne by the employer under the resolution, subject to the specific exception referring to the contractor regime. Follow-up requires coordination between prevention, people management and medical services while preserving confidentiality and clinical decisions. Records should demonstrate that relevant recommendations were addressed rather than merely received and filed.
