2025 Colombia’s Labor Reform
Big changes are reshaping labor law in Colombia. On June 25, 2025, the government passed Law 2466, one of the most comprehensive employment reforms in the country’s history. With a sharp focus on workers’ rights, inclusion, and modern work models, this reform updates rules that had remained unchanged for decades.
If your company operates in Colombia, now is the time to adapt.
Key TakeawayS
Shorter Workweek, More Flexibility
Colombia’s standard workweek will gradually shrink.
By July 2026, the maximum weekly working time drops to 42 hours, down from the traditional 48.
Daily working time is capped at 8 hours, though companies may spread hours flexibly across the week.
This change aims to boost productivity and work-life balance, but it also affects scheduling, cost planning, and employee contracts.
Night Shifts Now Start at 7:00 PM
The reform also updates the night shift premium rule. Previously, night work began at 9:00 p.m. Now, it starts at 7:00 p.m.
Companies must pay a 35% surcharge for all hours worked between 7:00 p.m. and 6:00 a.m. This rule applies regardless of company size or sector. It significantly increases payroll costs for teams with late shifts.
Sunday & Holiday Premiums to Reach 100%
Sunday and public holiday work will soon become much more expensive.
Under the new law, the premium for these days will gradually rise:
July 2025: 80%
July 2026: 90%
July 2027: 100%
Companies may choose to adopt the full 100% rate early. This change encourages better work planning and fewer obligations on rest days.
Fixed-Term Contracts Now Capped at 4 Years
Law 2466 limits fixed-term employment contracts to a maximum of four years.
If the employee remains after that period, the contract automatically converts to indefinite term.
This shift ensures job stability and reduces the misuse of rolling temporary contracts. Employers must now track contract timelines carefully to remain compliant.
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New Rules for Telework & Platform Workers
The law also sets clear rules for modern work formats:
- Telework: Employers must now provide connectivity stipends and define conditions for transnational remote work.
- Delivery Platforms: Workers linked to digital platforms will be covered by social security, even without a traditional employment contract.
This modernizes labor protection and reflects Colombia’s evolving digital economy.
Expanded Employee Leave Rights
Law 2466 introduces new mandatory leave types, including:
- Medical leave for urgent or specialist appointments
- Menstrual leave, subject to medical certification
- Parental leave for school meetings when acting as guardians
- Judicial and administrative leave for required appearances
These additions require policy updates and training for HR teams.
Disability Hiring Quotas
To promote inclusion, companies must now meet minimum hiring quotas for people with disabilities:
2 disabled employees per 100 workers
For companies with 500+ employees, one additional hire per extra 100 staff
This requirement is mandatory, and non-compliance may trigger penalties.
Other Key Changes to Watch
Probation periods and apprenticeship contracts now include more protections.
The requirement for approval of overtime work has been removed, simplifying payroll.
Unions and collective bargaining see fewer limitations, following the removal of prior restrictions on union contracts.
Final Thoughts
2025 Colombia’s Labor Reform is one of the most significant labor changes in the region. The shift toward more inclusive, modern, and employee-centric rules reflects global trends—and positions Colombia for a more competitive labor market.
But this transformation demands preparation. The time to act is now.
