Colombia offers a dynamic environment for businesses seeking to expand their workforce. Understanding the country’s labor laws, employer obligations, and compensation structures is essential for successful operations. This guide provides an overview of key aspects related to employment in Colombia as of 2025.
General Information
- Currency: Colombian Peso (COP)
- Population: Approximately 52 million
Employer Costs and Social Contributions
Employers in Colombia are required to make various contributions on behalf of their employees:
- Health Insurance: 8.5% of the employee’s salary
- Pension Contributions: 12% of the employee’s salary
- Occupational Risk Insurance: Ranges from 0.522% to 6.96%, depending on the job’s risk level.
- “Caja de Compensación” Benefit Fund: 4% of the employee’s salary
For example, for an employee earning COP 5,000,000 per month, the employer’s contributions would total approximately COP 1,300,000.
Hiring and Employment Conditions
Colombian labor law recognizes several types of employment contracts:
- Indefinite-term contracts: The most common form, with no specified end date.
- Fixed-term contracts: For specific durations, not exceeding three years, but renewable.
- Temporary or casual contracts: For short-term tasks or projects.
Benefits and Compensation
Mandatory Benefits:
- Severance Pay (Cesantías): Equivalent to one month’s salary per year of service, deposited annually into a severance fund.
- Vacation Pay: Employees are entitled to 15 paid vacation days per year.
- Legal Bonuses (Prima de Servicios): An additional month’s salary, paid in two installments (June and December).
Additional Payments:
- Transportation Allowance: For employees earning up to two times the minimum wage, a monthly transportation subsidy is provided. In 2025, this subsidy is COP 200,000.
Minimum Wage
As of January 1, 2025, the minimum wage in Colombia is:
- Base Salary: COP 1,423,500 per month
- Transportation Allowance: COP 200,000 per month
- Total Minimum Compensation: COP 1,623,500 per month
Working Hours
The standard work week in Colombia is 48 hours, typically divided into six 8-hour days. Overtime is compensated as follows:
- Overtime Pay: Employers must compensate for overtime hours at a rate of 1.25 times the regular hourly wage for daytime overtime, and 1.75 times for nighttime overtime.
Payroll
- Payroll Cycle: Employees are commonly paid on a biweekly basis.
First payment: On the 15th of each month.
Second payment: At the end of the month.
Leaves
- Maternity Leave: Female employees are entitled to 18 weeks of paid maternity leave.
- Paternity Leave: Male employees are entitled to 2 weeks of paid paternity leave.
- Sick Leave: Employees are entitled to paid sick leave, with the employer covering the first two days and the social security system covering subsequent days.
Termination
Termination procedures in Colombia require adherence to legal protocols:
- Notice Period: Typically, 30 days for indefinite-term contracts, unless otherwise specified.
- Severance: In addition to the annual severance pay, employees may be entitled to additional compensation depending on the circumstances of termination.
Vacations and Holidays
- Annual Leave: Employees are entitled to 15 consecutive working days of paid vacation per year of service.
- Holidays: Colombia observes 18 national public holidays, including:
- New Year’s Day
- Epiphany
- Saint Joseph’s Day
- Maundy Thursday
- Good Friday
- Labor Day
- Ascension Day
- Corpus Christi
- Sacred Heart Day
- Saints Peter and Paul
- Independence Day
- Battle of Boyacá Day
- Assumption of Mary
- Columbus Day
- All Saints’ Day
- Independence of Cartagena
- Immaculate Conception
- Christmas Day
Compliance Requirements
When hiring in Colombia, employers must collect and maintain the following documentation:
- Cédula de Ciudadanía (National ID)
- Tax Identification Number (NIT)
Staying informed about local labor laws and regulations is crucial for compliance and fostering a positive working environment.
