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Workforce Transition and Employee Support
Jun 1, 2026
Ecopetrol manages workforce transitions through a structured and responsible approach aligned with its human rights framework, human capital strategy, and commitment to employee well-being. The Company promotes fair, inclusive, and transparent processes throughout the entire employee lifecycle, including workforce transition and retirement stages.
Life Transition Program
During 2025, Ecopetrol implemented a comprehensive support process primarily aimed at employees approaching retirement age (women from 54 years old and men from 59 years old), with the objective of facilitating an orderly, informed, and structured transition towards their pension stage and personal future.
Throughout its implementation, the program expanded its scope to include additional population groups, such as employees undergoing disability pension processes, special high-risk pensions, and younger generations. This expansion strengthened the program by incorporating a differentiated and equitable approach tailored to the specific needs of each group.
The program is structured around three core pillars:
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Financial support
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Emotional support
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Legal guidance
These components enable a comprehensive approach to retirement preparation, ensuring alignment with the realities and needs of the participating population.
Program Results (2025)
In 2025, the Life Transition Program generated measurable outcomes that reflect its impact and effectiveness:
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More than 1,500 employees impacted across different population groups
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4.75/5 satisfaction level, reflecting a high perception of value among participants
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492 personalized advisory sessions delivered
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178 employment history reviews, with 81.4% successful corrections achieved
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140 pension projections, all successfully completed
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17 sessions on pension reform awareness
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8 targeted workshops focused on emotional well-being and financial planning
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3 pension fairs, reaching 620 participants
These results demonstrate Ecopetrol’s commitment to supporting employees through structured, inclusive, and results-oriented workforce transition initiatives, contributing to informed decision-making and improved well-being during critical life stages.
Human Wealth Policy and Non-Discrimination Principles
Ecopetrol has a Human Wealth Policy, in force since 2024, which serves as a strategic pillar of its human capital management model. This policy guides all organizational processes under the principles of diversity, equity, inclusion, and belonging.
Within this framework, all processes related to the employee lifecycle—from hiring to separation—are managed under non-discrimination criteria, ensuring the protection of rights and dignified treatment of all individuals.
The policy recognizes and values human diversity without distinction based on gender identity, sexual orientation, disability, ethnicity, age, beliefs, nationality, or other sociocultural characteristics, as well as diversity of thought and expression. In line with this commitment:
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Processes are designed, implemented, and reviewed to prevent any form of discrimination
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No population group is disproportionately affected
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Criteria are adjusted and mitigation measures are implemented to address potential adverse impacts
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Traceability and documentation are maintained throughout all stages of the process
The purpose of this policy is to embed diversity, equity, inclusion, and belonging into the organizational culture by creating safe environments and strengthening internal and external partnerships. This is achieved through continuous adjustments to policies, processes, procedures, and tools, ensuring fair and equitable practices across all stages of talent management.
Emotional and Psychological Support Mechanisms
Ecopetrol provides formal mechanisms for emotional support and psychological guidance to its employees. Among these, the “Línea Amiga” (Employee Support Line) stands out as a confidential channel designed to offer active listening, guidance, and support in personal or work-related situations that may affect emotional well-being.
This service allows employees to access timely and direct support, where they can express their concerns and receive initial guidance from trained professionals, ensuring respectful and confidential treatment. It operates as a first level of care, facilitating the identification of needs and, when required, referral to specialized psychological or healthcare services.
This mechanism is complemented by other institutional initiatives such as the SER Network, which strengthens the organization’s holistic care ecosystem by promoting prevention, emotional well-being, and timely management of psychosocial risk situations.
Additionally, Ecopetrol offers health services supported by multidisciplinary professionals, where the Company covers 100% of the cost of care.
Through these programs, Ecopetrol ensures that employees have access to support resources to address stress, workforce transitions, and personal changes, contributing to the protection of mental health and the development of healthy work environments.
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