Colombia may be best known as the home of coffee farms and magical realism, but it's also gaining recognition as a go-to choice for global companies seeking top remote talent.
With a strong university system, rising English proficiency, and growing government investment in connectivity, the country offers an attractive blend of skilled workers seeking remote jobs with international companies, accessibility, and affordability.
Add in a time zone that aligns well with those in North America and a business-friendly labor code, and Colombia stands out as one of the most attractive hiring markets in Latin America (LATAM).
Key takeaways:
- With so many English-speaking professionals, Colombia has become a go-to spot for hiring remote talent in tech and customer experience roles.
- Government investment in digital infrastructure is expanding fiber coverage and supporting the country's booming BPO and software sectors.
- Clear labor laws, including a mandatory 13-month salary and a 42-hour maximum workweek by mid-2025, simplify the path to compliant hiring.
Advantages of Hiring in Colombia
Colombia's appeal as a hiring destination goes far beyond its geographic proximity to North America.
With a rising number of bilingual professionals, a strong and growing digital ecosystem, and a government eager to support tech-driven industries, the country has become one of Latin America's most dynamic labor markets.
Here are some quick facts about Colombia:
- Language: Spanish
- Currency: Colombian Peso (COP)
- Capital City: Bogotá
- Population: 52 Million
- Cost of Living Rank: 120th
Latin America's Digital & BPO Powerhouse
As home to roughly 20% of Latin America's BPO market, Colombia offers global companies a ready-made springboard for rapidly scaling customer support and back-office operations.
Government-backed training and tax incentives have fueled a steady stream of tech-ready talent, especially in Bogotá and Medellín, now recognized hubs for startups and shared services.
For global employers, this translates to a mature outsourcing ecosystem and a reliable talent pipeline built to meet international standards.
Robust Internet & Infrastructure
Colombia is investing heavily in digital infrastructure, aiming to boost household internet coverage from 63% to 85% by 2026. The country's fiber expansion — especially in cities like Bogotá and Medellín — ensures that remote professionals stay connected, productive, and collaborative across borders.
Bilingual, Educated Talent
Colombia's workforce is young, ambitious, and increasingly English-proficient. While the country currently ranks 74th out of 116 countries on the EF English Proficiency Index, that number is climbing, with strong language skills among graduates in tech, customer service, and business roles.
With 71% of professionals citing English as key to career growth — and many investing in further training — Colombian talent is well-prepared for global collaboration.
Common remote job types in Colombia include:
- Software Engineers
- Front End Engineers
- Customer Success Representatives
- Administrative Assistants
- Social Media Marketers
- Account Managers
- Bilingual Call Center Agents
- Virtual Assistants
- Data Analysts
Employment Laws: Hiring Compliantly in Colombia
Employment Contracts
Colombian labor law recognizes two main types of employment contracts: indefinite-term and fixed-term (up to three years, with the option to renew).
Contracts must clearly state salary details, working hours, job duties, and benefits details, be written in Spanish, and signed by both parties.
Working Hours & Pay
Colombia is gradually reducing the maximum number of legal hours in a workweek. As of January 1, 2025, it's 46 hours per week. On July 15, 2025, it will drop to 44 hours. Finally, on July 15, 2026, it will drop to 42 hours per week.
In 2025, the monthly minimum wage in Colombia is COP 1,423,500
Full-time employees are also entitled to a 13th-month salary, Prima de Servicios, split into two equal payments, payable in June and December.
Probation Periods
The maximum probation period for fixed-term contracts is two months. All terms must be clearly outlined in the employment agreement to be legally valid.
Employer Taxes
Employers must contribute approximately 30% of an employee's salary to Colombia's social programs. This includes:
- Pension: 12%
- Health Insurance: 8.5%
- General Labor Risk Pool (based on job role): 0.5% - 6.96%
- Family Compensation Fund: 4%
- ICBF (Colombian Institute of Family Welfare): 3%
- SENA (workforce training): 2%
Termination Process & Severance Pay
In general, employees may only be terminated for just cause or by mutual agreement; however, employers may terminate an indefinite-term contract without cause in exchange for statutory severance. Fixed-term contracts require 30 days' notice if not renewed.
The severance amount varies based on the reason for termination, the employee's salary, and the agreement terms.
For fixed-term contracts, severance is typically equal to the salary the employee would have earned through the end of the contract.
For indefinite contracts, the severance is calculated based on the employee's length of service and current salary.
If earning less than 10 times the monthly minimum wage, the employee receives 30 days' salary for the first year of employment and 20 days' pay for every additional year worked.
If earning more than 10 times the monthly minimum wage, the employee receives 20 days' salary for the first year of employment and 15 days' pay for every additional year worked.
Paid Leave Laws in Colombia
Vacation and Holiday
Employees are entitled to 15 days of paid annual leave after one year of service. They also receive time off for major public holidays such as:
- New Year's Day
- Labor Day
- Independence Day
- Battle of Boyacá Day
- Christmas Day
Holidays may vary slightly by region.
Sick Leave
Employees in Colombia are entitled to up to 180 days of annual paid sick leave. The employer pays for the first two days, and Colombia's Social Security system pays for the rest.
- Days 1-2: Paid by employer at 100% of the employee's salary
- Days 3-90: Paid by EPS at 66.67% of the employee's salary
- Days 91-180: Paid by EPS at 50% of the employee's salary
A valid medical certificate is required to qualify for sick leave.
Maternity Leave
Mothers receive 18 weeks of fully paid maternity leave, which typically begins one week before the due date. While employers must initially pay the cost of maternity leave, they are reimbursed by the government's Social Security system.
Paternity Leave
Fathers are entitled to two weeks of paid paternity leave, which Social Security also covers.
Why Digital Nomads Love Colombia
Colombia's Visa V Nómadas Digitales (Visa V for Digital Nomads) allows eligible remote workers to live and work in the country for up to two years. Requirements include:
- Proof of remote work for an employer or as a contractor for at least six months
- A monthly income of at least COP 3 million, which is equivalent to approximately USD 700 / EUR 630
- Healthcare coverage
Cities like Medellín, Bogotá, and Cartagena offer excellent internet, coworking spaces, and expat communities, making them a top choice for many digital nomads.
How to Pay Remote Workers in Colombia
Employers have several options when paying Colombian talent:
- Bank wire (SWIFT): A globally trusted method for sending funds securely across borders. While it's reliable, processing can take several business days and often comes with higher transfer fees and less favorable exchange rates.
- PayPal / Wise: These digital platforms offer fast, user-friendly payments with upfront fee transparency and competitive exchange rates. However, they may limit transfer amounts or access in certain countries, which can be a drawback for larger transactions.
- Cryptocurrency: Offers near-instant transfers with minimal transaction fees, making it attractive for speed and cost. Still, the high volatility of crypto values and complex regulatory requirements in many jurisdictions means businesses must tread carefully to stay compliant.
While these methods might work for freelancer payments, they can be clunky when paying full-time staff. That's why many employers hiring and paying international employees opt to simplify operations by partnering with an Employer of Record (EOR).
EORs, like RemoFirst, manage everything HR-related — from payroll and taxes to contracts and statutory benefits — ensuring your team is paid compliantly and on time.
Hire in Colombia with RemoFirst
Hiring in Colombia doesn't mean you must tackle labor laws, payroll, and compliance on your own.
When you partner with RemoFirst as your EOR, we take on the legal responsibility of employing your Colombian team. This includes managing contracts, onboarding, taxes, benefits, payroll, and local compliance.
Ready to scale your global team by hiring remote workers? Book a demo today and learn how RemoFirst can help you hire compliantly in Colombia and 185+ other countries.
.png)
.png)
