Working Time in Colombia: Updated Rules, Limits & Employer Obligations
Working Time in Colombia is changing fast. Since 15 July 2025, the country entered a new stage of the progressive schedule reduction mandated by Law 2101 of 2021. This law aims to improve quality of life without reducing salaries or removing acquired rights.
These changes impact staffing, payroll, productivity, and compliance. Therefore, employers need a clear roadmap. In this guide, Europortage explains how the new rules work, who must comply, and how companies can prepare for the final transition in 2026.
Understanding the Reduction of Working Time in Colombia
Law 2101 introduced a gradual reduction of the maximum legal workweek. Colombia started with a 48-hour week and is progressing to 42 hours without salary cuts.
Progressive Reduction Timeline
2023: 48 → 47 hours
2024: 46 hours
**15 July 2025: 44 hours
July 2026: 42 hours (final limit)
This means that for all of 2025, the official limit is 44 hours, and from mid-2026 onward, Colombia will operate with a strict 42-hour week, one of the shortest in Latin America.
Why This Matters for Employers
This reform:
Requires schedule restructuring
Impacts overtime calculations
Affects staffing and productivity models
Requires updates to contracts, payroll systems, and internal policies
The government emphasized that no salary reductions are allowed under this reform.
How Working Hours Are Distributed
Colombian law offers flexibility in how employers distribute the weekly limit. Companies may organize schedules over five or six days, depending on operational needs. Every worker must still receive at least one full rest day per week.
General Distribution Rules
Weekly schedules must fit within 44 hours in 2025 (By July 2026, the maximum weekly working time drops to 42 hours)
Companies may distribute hours across 5 or 6 workdays.
Workers must receive at least one mandatory rest day.
The standard legal daily limit is 8 hours.
Daily hours can reach 10 hours only with written agreement and full compliance with health and safety rules.
Shift Work
Companies with rotating shifts may:
Distribute hours based on operational needs
Use flexible models
Apply alternative schedules previously approved by labor authorities
This offers useful options for sectors like manufacturing, BPO, retail, and logistics.
Who Must Comply and Who Is Excluded
The new rules apply to most private-sector employees in Colombia. However, certain categories follow different regimes.
Workers in management, trust, or direction roles are exempt from ordinary schedule limits, as they operate with broader autonomy. Other roles, such as transportation personnel, security staff, and healthcare workers, follow special regulations that account for the nature of their duties.
Jobs considered hazardous or unhealthy may also require shorter hours to protect workers’ health. Companies with approved rotating shifts retain their models, but must still align with the new global limit.
These distinctions make it essential for employers to review job classifications and confirm whether each role falls under the standard rules or a special regime.
Overtime, Rest, and Night Work Under the New Rules
Even with the reduction, overtime rules remain strict.
Overtime
Must be exceptional, never routine
Requires employer authorization
Has hourly limits
Must be paid with the corresponding surcharge
Night Work
Night hours run from 9:00 p.m. to 6:00 a.m. They include mandatory night surcharges in addition to the base salary.
Rest Periods
Employees must receive:
At least one weekly day of rest
Mandatory breaks required by occupational health regulations
All employers must document rest rules and integrate them into internal policies.
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Preparing for the 2025–2026 Transition
Adapting to the new Working Time in Colombia framework requires more than reducing hours. Employers must update employment contracts, internal regulations, time-tracking processes, schedule templates, and payroll systems.
Teams should also communicate changes clearly to avoid confusion.
Many companies use this moment to reorganize operations. Some are implementing automation tools, redistributing responsibilities, or hiring additional staff to prevent excess overtime. Others are adjusting shift rotations to improve efficiency.
Training also plays an important role. Managers must understand the new limits and know how to schedule teams safely. HR teams must ensure that contracts reflect current law. Payroll and compliance specialists must review hour-tracking systems to avoid inaccuracies.
Benefits for Employers and Workers
The shorter workweek does more than comply with the law. It also drives strategic benefits:
For Workers
Better work-life balance
Improved mental health
More time for family, education, or training
Higher job satisfaction
For Employers
More focused and efficient teams
Increased productivity
Lower absenteeism and turnover
Stronger employer brand
Smoother compliance processes
Countries that implemented similar reductions have reported strong performance improvements.
Ensuring Full Compliance With Working Time in Colombia
Compliance with the new working time limits requires consistent monitoring and accurate data. Companies must keep detailed records of daily and weekly hours, including shift variations, overtime, and night work.
Systems must detect anomalies and prevent accidental violations. This is especially important for companies with rotating shifts, remote teams, or complex workforce structures. Payroll must reflect updated surcharges, while internal regulations must show the new weekly limit.
Europortage supports companies through this process by offering payroll oversight, EOR services, and regional compliance support for teams operating in Colombia and across Latin America.
Conclusion: Working Time in Colombia Is Changing—Prepare Now
The reduction in Working Time in Colombia marks an important milestone for the country’s labor landscape. Since July 2025, the limit is 44 hours, and it will drop to 42 hours in 2026. Companies that adjust early gain operational stability, avoid penalties, and improve employee well-being.
Europortage supports organizations across Latin America with payroll, EOR, workforce compliance, and local labor expertise. With our guidance, your transition to the new working hour rules will be smooth, compliant, and strategic.
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FAQ
What is the legal workweek in Colombia for 2026?
As of 15 July 2026, the legal workweek is 42 hours. This limit applies nationwide.
When will the workweek reach 42 hours?
Colombia will implement the final reduction in July 2026, bringing the workweek to 42 hours.
Can employers reduce salaries due to fewer hours?
No. Law 2101 maintains full salary. Employers cannot reduce pay due to schedule changes.
Is overtime still allowed under the new limits?
Yes, but it must be authorized and correctly compensated. The lower weekly limit changes when overtime begins.
Can daily hours exceed 8?
Yes. Daily shifts may reach 10 hours with written agreement and compliance with safety rules.
How should employers track working hours?
Employers must use reliable time-tracking systems and maintain audit-ready records. Digital tools are strongly recommended.
Do remote workers follow the same limits??
Yes. Remote and hybrid employees follow the same weekly limit and overtime rules.
Are special schedules allowed for shift-based industries?
Yes, as long as they respect the new weekly limit and comply with safety and labor regulations.