If your company employs workers in Colombia, there’s an important compliance change approaching fast: Colombia’s gradual reduction of the standard workweek is about to reach its final stage.
On July 15, 2026, Colombia’s legal maximum workweek will officially decrease to 42 hours.
The change has been rolling out gradually since 2023 under Law 2101 of 2021, which was designed to improve work-life balance without reducing employee salaries. Now, after several staged reductions, employers are entering the final phase of implementation.
For businesses with employees in Colombia, this is more than just an HR update. It directly affects scheduling, overtime calculations, payroll practices, and overall compliance obligations.
Here’s what employers should know.
What Changed in Colombia’s Labor Law?
In 2021, the Colombian government passed Law 2101, which reduced the country’s standard maximum working hours from 48 to 42 per week, with the change phased in gradually.
The rollout schedule looked like this:
- July 2023: Reduced from 48 to 47 hours
- July 2024: Reduced from 47 to 46 hours
- July 2025: Reduced from 46 to 44 hours
- July 2026: Reduced from 44 to 42 hours
One important thing for employers to know: salaries can’t be reduced because of the shorter workweek. Employees are still entitled to the same pay, even though their standard working hours are being reduced.
There’s also been a growing discussion of reducing the workweek further to 40 hours, as employers adapt to changing workforce expectations and global hiring trends. But for now, the official legal workweek will settle at 42 hours.
Why This Matters for Global Employers
For companies hiring internationally, changes to Colombian labor law like this can create unexpected compliance risks.
A reduced workweek may sound straightforward, but it can affect multiple parts of employment operations, including:
Overtime Eligibility and Costs
Once the legal weekly limit changes, any hours worked beyond the new threshold could qualify as overtime depending on the employee’s classification and contract terms.
If your payroll systems or manager expectations still reflect older schedules, your company could end up creating overtime liabilities.
Employment Contracts
Employers should review employment agreements to ensure working hours align with Colombia’s updated labor requirements.
This is especially important for companies that use standardized global contracts that may still reference older workweek limits.
Scheduling and Workforce Planning
Teams accustomed to 44-hour schedules may need adjustments to staffing coverage, shift planning, or productivity expectations.
For customer support, operations, and distributed teams spanning multiple time zones, even a small reduction in weekly hours can impact availability planning.
Payroll and Compliance Administration
Payroll systems, attendance tracking, and HR documentation should reflect the updated legal maximums to avoid compliance gaps.
Companies that fail to adapt may face labor disputes, penalties, or employee claims tied to overtime or working conditions.
Does This Apply to All Workers in Colombia?
The reduced workweek generally applies to employees governed by Colombia’s labor code (“Código Sustantivo del Trabajo”). However, there are exceptions and nuances depending on:
- Job type
- Seniority and management roles
- Flexible schedule arrangements
- Collective bargaining agreements
- Industry-specific rules
Independent contractors are typically treated differently from full-time employees under Colombian labor law, but proper worker classification remains critical.
Misclassification risks can increase when companies attempt to circumvent local labor requirements by improperly classifying employees as contractors.
What Employers Should Do Now
If your company has employees in Colombia, it’s time to prepare for the change in maximum weekly hours.
A few smart next steps include:
- Reviewing employee schedules and workloads
- Auditing employment contracts for outdated hour references
- Checking overtime policies and payroll configurations
- Training managers on the updated rules
- Confirming local compliance requirements with labor experts
How RemoFirst Helps Companies Stay Compliant
Changes like Colombia’s reduced workweek are a good reminder that employment laws don't stay static. What was compliant a year ago may not be compliant today.
When you hire employees in Colombia through RemoFirst, we help ensure employment contracts, working hours, payroll practices, and local labor requirements stay aligned with current regulations. That includes helping employers navigate changes like the country's transition to a 42-hour workweek.
This is especially important when employees regularly work beyond the legal weekly limit. In Colombia, hours worked above the standard workweek may trigger overtime requirements, which come with specific compensation rules. Failing to account for those hours correctly can create compliance risks and unexpected costs.
Rather than tracking every labor law update yourself, RemoFirst helps you stay ahead of changing requirements so you can confidently hire and manage talent in Colombia while remaining compliant with local employment laws.
Book a demo today to learn how RemoFirst can help you hire and support employees in Colombia and 185+ countries worldwide.
