By Luz Eugenia Correa – Corporate Partner at CID-Pro Consulting
Recent reforms to Colombia’s labor laws have introduced significant changes regarding working hours, overtime, and premium pay, creating new challenges for companies in human resources management, shift scheduling, and compliance with their legal obligations.
Proper implementation of these changes not only helps avoid penalties from the Ministry of Labor but also contributes to enhancing productivity and employee well-being.
Below, we outline the key changes that every employer should be aware of.
- The maximum workweek is reduced to 42 hours
Law 2101 of 2021 established a gradual reduction in the standard workweek in Colombia, without reducing wages or affecting the rights acquired by workers. As of July 15, 2026, the implementation process will be complete, and the maximum legal workweek will be 42 hours.
This reduction requires companies to review aspects such as:
- The distribution of the workweek.
- Work shifts.
- Staff schedules.
- Overtime scheduling.
- Labor costs associated with operations.
- The “Family Day” Is Eliminated
With the entry into force of the 42-hour workweek, the obligation set forth in Law 1857 of 2017 to grant the so-called “Family Day” is eliminated, as this benefit was contingent upon the gradual reduction of the workweek.
However, many organizations continue to voluntarily implement opportunities for family bonding through internal policies, extra-legal benefits, or collective bargaining agreements, as a best practice to strengthen the organizational climate.
- Night work begins at 7:00 p.m.
One of the most significant changes introduced by Law 2466 of 2025 (Labor Reform) is the modification of the start time for night work. As of December 25, 2025, night work covers the period between 7:00 p.m. and 6:00 a.m.
Previously, the night shift premium began at 9:00 p.m., so many companies will now have to pay an additional two hours of night shift premium every day.
This change particularly affects sectors such as: Manufacturing, private security and surveillance, transportation and logistics, retail, restaurants, hospitality, customer service centers and call centers.
Consequently, it is essential to review payroll structures and shift schedules to ensure the correct payment of night shift premiums.
- The premium for working on Sundays and mandatory days off is gradually increasing
The Labor Reform also increased the amount of the premium for working on Sundays and mandatory days off. Implementation will be gradual:
| Effective July 1, 2025 |
80% |
| Effective July 1, 2026 |
90% |
| Effective July 1, 2027 |
100% |
It is important to note that this premium is paid in addition to the regular wages to which the employee is entitled. Furthermore, the parties may agree in writing on a day of rest other than Sunday; in the absence of such an agreement, Sunday shall be deemed the day of rest.
- Changes to Overtime Rules
The Labor Reform eliminated the requirement to request prior authorization from the Ministry of Labor to agree to overtime work. However, this does not mean that the legal limits have been eliminated; they remain in effect:
- A maximum of 2 hours of overtime per day.
- Maximum of 12 hours of overtime per week.
Similarly, employers remain obligated to maintain proper records of hours worked and to correctly pay the corresponding overtime premiums. Failure to comply with these obligations may result in administrative investigations and penalties.
- What Should Companies Do?
Given the regulatory changes, it is advisable for organizations to conduct a comprehensive review of their labor practices to ensure they are in line with current legislation.
Key actions include:
- Reviewing employment contracts, internal regulations, and human resources policies.
- Redesigning work schedules and shifts.
- Updating payroll systems to ensure accurate calculation of overtime pay.
- Assess the financial impact resulting from increased labor costs.
- Train human resources and payroll staff.
- Implement wellness strategies that promote productivity and talent retention.
Proper planning will help minimize legal risks and ensure compliance with the new labor obligations.
At CID-Pro Consulting, we assist companies in implementing the changes introduced by Colombian labor laws, providing legal and strategic solutions aimed at reducing risks and strengthening regulatory compliance.
