Public holidays strongly influence business operations in Colombia. They affect payroll deadlines, employee scheduling, banking operations, customer support, and supply chains.
For international employers, Colombia presents a unique challenge because the country observes a high number of public holidays compared to many other markets. In addition, several holidays move to Mondays under a special legal framework known as the Emiliani Law.
This system creates frequent long weekends throughout the year. While employees appreciate these extended breaks, companies must carefully manage staffing and payroll planning to avoid operational disruptions.
Public holidays in Colombia directly affect:
- Payroll processing
- Overtime calculations
- Employee attendance
- Shift management
- Banking operations
- Logistics and deliveries
Companies expanding into Colombia through an Employer of Record (EOR) or payroll solution should therefore integrate holiday planning into their compliance strategy from the beginning.
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Quick Overview: Colombia observes approximately 18 national public holidays per year, making it one of the countries with the highest number of paid holidays in Latin America. Most employees are entitled to paid time off, while employees working on holidays must receive additional compensation according to Colombian labor law.
National holidays
Movable Monday holidays
Mandatory paid holidays
National Public Holidays in Colombia
Colombia recognizes 18 national public holidays, covering religious, historical, and civic celebrations. Law 51 of 1983 establishes these holidays and determines which observances move to Monday.
The same national holiday framework applies throughout Colombia, including Bogotá, Medellín, Cali, and Cartagena.
New Year's Day
Año Nuevo
Epiphany
Día de los Reyes Magos
Saint Joseph’s Day
Día de San José
Holy Thursday
Jueves Santo
Good Friday
Viernes Santo
Labor Day
Día del Trabajo
Ascension Day
Ascensión del Señor - Monday following its religious date
Corpus Christi
Monday following its religious date
Sacred Heart
Sagrado Corazón - Monday following its religious date
Saint Peter and Saint Paul
San Pedro y San Pablo
Independence Day
Día de la Independencia
Battle of Boyacá
Batalla de Boyacá
Assumption of Mary
Asunción de la Virgen - observed on Monday
Columbus Day
Día de la Raza - Observed on Monday
All Saints’ Day
Día de Todos los Santos - observed on Monday
Cartagena Independence Day
Independencia de Cartagena - Observed on Monday
Immaculate Conception
Inmaculada Concepción
Christmas Day
Navidad
Important for Employers
For holidays subject to Monday transfer, the paid rest day moves to the following Monday when the original celebration does not fall on Monday. Religious holidays linked to Easter change dates each year.
Why Do Some Public Holidays Move to Monday in Colombia?
Colombia follows a holiday-transfer system established by Law 51 of 1983, also known as Ley Emiliani. The law moves certain public holidays to the following Monday when their original dates fall on another weekday. This creates extended weekends, commonly called puentes festivos.
For example, Epiphany is traditionally celebrated on January 6. However, its statutory paid holiday moves to the following Monday when January 6 does not fall on Monday.
Which Holidays Move to Monday?
Ten national holidays follow the Monday-transfer rule:
Epiphany
Saint Joseph’s Day
Saints Peter and Paul
Assumption of Mary
Columbus Day / Day of Cultural Diversity
All Saints’ Day
Independence of Cartagena
Ascension Day
Corpus Christi
Sacred Heart of Jesus
Other holidays, including Christmas, Labor Day, and Independence Day, remain on their established dates.
Compensation Rules for Public Holidays in Colombia
Colombian labor law protects employees’ entitlement to paid public holidays.
However, certain businesses must continue operating during holidays. Healthcare, hospitality, transportation, and other services may require employees to work on these dates. Employers must therefore understand the applicable compensation rules.
Is Work on Public Holidays Allowed?
Yes. Employees may work on public holidays when required by their employment arrangements and applicable labor regulations. However, employers must compensate qualifying holiday work according to Colombian law.
Article 179 of the Código Sustantivo del Trabajo (CST) regulates remuneration for work performed on public holidays and mandatory rest days. Law 2466 of 2025 amended this article and introduced higher statutory premiums.
What Is the Public Holiday Pay Rate in Colombia?
Colombia’s labor reform gradually increases the premium for working on public holidays and mandatory rest days.
| Effective Date | Holiday Work Premium |
|---|---|
| July 1, 2025 | 80% |
| July 1, 2026 | 90% |
| July 1, 2027 | 100% |
The premium applies to the ordinary hourly rate, proportionally to the hours worked. Employers may also choose to implement the full 100% premium before July 2027.
Important: The holiday premium is additional to ordinary remuneration. It does not represent the employee’s total compensation for the hours worked.
How Is Public Holiday Work Paid?
Employees working on a statutory public holiday receive the applicable holiday premium in addition to the ordinary remuneration associated with those hours.
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Best Practices for Managing Public Holidays
Managing public holidays requires more than maintaining a calendar. Employers must coordinate payroll, working schedules, employee communication, and compensatory rest. The following practices help international companies maintain compliance.
1. Maintain Updated Holiday Calendars
Employers should review Colombia’s national holiday calendar annually. Several holidays move to Monday, while religious holidays linked to Easter change dates each year. Companies should:
Verify official holiday dates.
Identify Monday-transferred holidays.
Update payroll and HR calendars.
Share schedules with employees in advance.
International businesses should maintain separate calendars for each country where they employ workers.
2. Configure Payroll Systems for Automatic Compliance
Payroll systems must apply the correct holiday work premiums. This is particularly important during the gradual transition introduced by Law 2466 of 2025.
Employers should:
Apply the relevant statutory premium.
Track hours worked on public holidays.
Verify overtime and nighttime premiums.
Monitor compensatory-rest entitlements.
Review payroll calculations regularly.
Accurate payroll configuration reduces the risk of underpayments and labor disputes.
3. Review Employment Contracts and Working Schedules
Employment contracts should clearly define working schedules and mandatory rest days.
Under Law 2466 of 2025, employers and employees may agree in writing on a weekly rest day other than Sunday. This flexibility can benefit companies operating throughout the week.
However, employers must document the arrangement and comply with applicable working-time regulations.
4. Communicate Holiday Schedules Proactively
Clear communication prevents misunderstandings and demonstrates respect for employees’ work-life balance. Announce holiday schedules early so employees can plan accordingly.
- Announce the full year’s holiday schedule at the beginning of January
- Explain compensation options clearly for employees required to work holidays
- Provide multilingual communications if your workforce includes non-Portuguese speakers
- Send reminder notifications before each upcoming holiday
5. Plan Business Operations Around Holiday Periods
Colombia’s Monday-transfer system creates several extended weekends throughout the year.
These periods may affect business operations, administrative processes, and customer availability.
Employers should consider public holidays when planning:
Payroll deadlines.
Employee onboarding.
Business meetings.
Project deliveries.
Local administrative procedures.
Early planning helps international teams avoid unnecessary disruptions.
6. Partner with an Employer of Record (EOR)
Managing Colombian employment regulations can be challenging for foreign companies without a local HR team.
An Employer of Record (EOR) helps international businesses manage employment contracts, payroll, statutory benefits, and HR administration.
This support allows companies to focus on their operations while reducing the administrative complexity of hiring in Colombia.
Conclusion: Managing Public Holidays in Colombia
Understanding public holidays in Colombia is essential for employment compliance and effective workforce planning. Colombia recognizes 18 national paid holidays, including several transferred to Monday under Law 51 of 1983. Employers must also follow the holiday compensation rules established by the Colombian Labor Code and Law 2466 of 2025.
Maintaining accurate calendars, applying the correct payroll premiums, and communicating schedules clearly can help companies reduce compliance risks. Europortage supports international businesses hiring employees in Colombia through its Employer of Record services.
Our local team helps manage employment contracts, payroll, statutory benefits, and ongoing HR administration.
Planning to hire in Colombia? Contact Europortage to discuss your employment and payroll needs.
Frequently Asked Questions (FAQ)
How Many Public Holidays Are There in Colombia?
Colombia recognizes 18 national paid public holidays under Law 51 of 1983.
Are Public Holidays Paid in Colombia?
Yes. Eligible employees receive paid rest on statutory public holidays under Colombian labor law.
Why Do Some Colombian Holidays Move to Monday?
Ley Emiliani transfers certain holidays to the following Monday, creating extended weekends known as puentes festivos.
What Is the Public Holiday Pay Premium in Colombia?
The statutory premium is 90% from July 2026 and increases to 100% in July 2027.
Can Employers Require Employees to Work on Public Holidays?
Yes, subject to applicable labor rules. Employers must provide the required remuneration and any applicable compensatory rest.
Are Regional Festivals Considered Public Holidays?
Not automatically. Regional celebrations do not necessarily create additional statutory paid holidays.
What Happens When a Public Holiday Falls on Sunday?
Employees do not automatically receive two separate premiums for the same hours worked. Article 179 of the CST governs the applicable compensation.