Hiring in Colombia

A foreign business can hire in Colombia through its own entity, an employer of record, or a genuinely independent contractor. Personal service under continuing subordination and for remuneration is employment regardless of a contractor label. 4dev.com’s Contractor Platform works with independent contractors in Colombia.

Three ways to hire in Colombia

Choose the route by identifying who employs and directs the person, then who handles the exit obligations.

Route	Legal employer	What you pay on top of salary	How you end it
Your own entity	Your Colombian entity	16% for employer pension and the family compensation fund; health, SENA and ICBF can also apply unless the statutory exemption applies, and occupational-risk contributions vary by risk class.	The entity follows the contract and applicable Colombian exit rules; 0–30 days is a trigger-specific summary, not a universal employer-notice rule.
Employer of record	The employer of record under its employment contract	The employment costs and the provider’s agreed service charge. The allocation of statutory costs and exit work belongs in the agreement.	The employment contract and the provider agreement govern the process; check the contractual allocation before relying on the route.
Contractor	No employer relationship, provided the services are genuinely independent	Service fees rather than salary. A genuine contractor can still create joint liability for worker claims when the work forms part of the beneficiary’s ordinary business.	The services contract sets the end date and termination terms, but directing the work can put the independent status in question.

The 16% headline covers only the employer pension and family-compensation-fund shares. Employer health, SENA and ICBF depend on the corporate-payer and per-worker exemption conditions; occupational-risk cost varies by activity. The 0–30 days range also combines different rules: fixed-term contracts renew unless either party gives 30 days’ notice before expiry, while employer notice of at least 15 days applies only to specified just-cause grounds. A dismissal without just cause can instead lead to the statutory indemnity scales, so an exit plan needs the contract type and reason for termination.

An employer of record is not automatically a temporary employment service. That separate regime requires authorization and applies only to permitted uses. Supplying permanent activities through a third party can raise a rebuttable presumption of employment with the beneficiary, particularly where the beneficiary directs the work; assess those facts in the actual arrangement.

The Colombian labour market and salary reference points

Bogotá and Medellín figures cover unemployment, graduates and advertised vacancies over different populations and periods. Together, they cannot establish software-candidate availability, a city pay gap or hiring ease.

For the June–August 2026 rolling quarter, DANE’s GEIH bulletin reports unemployment of 7.9% in Bogotá D.C. and 7.5% in Medellín A.M. The comparison shares a period and measure, but it does not use identical geography: Bogotá D.C. is a district, while Medellín A.M. includes its metropolitan area. Unemployment is not a count of available software candidates.

Invest in Bogotá reports more than 215,000 software and IT graduates, 57% of its defined national-program total, over an unspecified five-year period; that is historical education output, not proof of current residence, employment or availability. Medellín’s February 2025 analysis of published vacancies identified demand for bilingual global services, data analysis and software development; it is a vacancy-demand observation, not a candidate count or a Bogotá comparison.

Salary reference points

National GEIH labour income, Q1 2026	COP 2,198,972 / month for all occupied people	Cifra País — GEIH Q1 2026 income
Mid-level startup roles	COP 6.0 million / month without investment; COP 14.7 million / month at Series B	KPMG, Colombia Tech Report 2025–2026
C-level startup roles	COP 8.4 million / month without investment; COP 22.5 million / month at Series B	KPMG, Colombia Tech Report 2025–2026

The GEIH figure measures labour income for all occupied workers; it is not an employee-only mean salary. KPMG reports pay among startups by funding stage, rather than a national salary distribution. Compare these reference points with the role, location and employment model you plan to use.

Registering as an employer, step by step

Before a Colombian entity employs staff, it must complete commercial and tax registration, set up its employment administration, and run payroll on the applicable cadence.

Step	What happens	Takes
1. Commercial registration	Register the company in the Registro Mercantil with the relevant Chamber of Commerce through the Ventanilla Única de Inversión.	Varies by application
2. RUT and NIT	Enrol in the Registro Único Tributario (RUT) and obtain the NIT before business activity begins; DIAN’s RUT page sets that sequencing rule.	Varies by application
3. Employer social-security setup	Arrange the employer’s social-security registrations and PILA process, then set the worker’s health, pension, occupational-risk and family-compensation-fund records and the applicable risk class.	Varies by application
4. Contract, enrolment and payroll	Put the employment record in place, enrol the worker and establish payroll. Day wages cannot run more than a week between payments; salaries cannot run more than a month.	Varies by application
Total	Commercial registration, tax registration, social-security setup and payroll readiness	No published standard end-to-end timeframe

The RUT must precede business activity. Before payroll begins, allow time to enrol the worker and classify the occupational risk. The registration steps have no published standard end-to-end timeframe.

Hiring and onboarding under the 2025 reform

Set the employment terms, worker records and social-security enrolments before work begins. The 2025 reform also affects employers within the disability and apprenticeship quota rules.

Legal limits on the contract

A fixed-term employment contract must be written and cannot exceed four years. A probation clause must also be in writing; it can run for up to 2 months, or for no more than one fifth of the initial term where a fixed-term contract is shorter than one year, and it cannot be repeated between the same employer and worker.

The contract has to match the working relationship. Personal service under continuing subordination and for remuneration is employment regardless of the label used, so a services contract is not a substitute for an employment contract where those elements are present. Judgment C-081/26 removed two specified instances of a qualifier in the reform’s anti-discrimination text, article 17(10). It did not invalidate the reform as a whole; the separate enforceability date of that deletion remains unclear.

Onboarding checklist

• Set the contract terms and keep the worker’s identity and employment records.
• Enrol the worker in the applicable health, pension, occupational-risk and family-compensation arrangements; classify the occupational risk before payroll starts.
• Establish the payroll, working-time and internal-work-rule records that apply to the role.
• Review whether the employer’s permanent headcount brings it within the disability-employment quota. The numerical targets became compulsory on 25 June 2026: at least two certified-disabled workers per 100 permanent workers through 500, followed by an additional worker per 100. The statutory text leaves rounding and the treatment below 100 workers unresolved. Qualifying contracts must be reported to the Labour Ministry within 15 days.
• Treat an apprenticeship arrangement separately. It is a special fixed-term employment contract, and an employer subject to the apprenticeship quota may monetise an unfilled place at 1.5 monthly minimum wages per apprentice; establish first whether that quota applies.

Employers have had to make operational and administrative adjustments.

— María Camila Senejoa Quevedo, Labour and Migration Law Associate, Parra Rodríguez Abogados (translated from Spanish)

When a worker needs an M visa

The M worker visa route is for a foreigner hired under an employment contract by a Colombian legal entity. The hiring entity must document average monthly income of 100 minimum wages over the preceding four months, and the official visa page states validity of up to three years. Check the visa criteria before the employment start date; this is separate from the employment-contract and payroll steps.

Minimum wage in Colombia

The legal monthly minimum wage is COP 1,750,905 / month from 1 January 2026. Eligible employees paid no more than two monthly minimum wages, or COP 3,501,810, may also receive a monthly transport allowance of COP 249,095. That allowance is separate from the wage floor, and eligibility also depends on the transport circumstances.

2021	COP 908,526 / month	2021 wage decree
2022	COP 1,000,000 / month	2022 wage decree
2023	COP 1,160,000 / month	2023 wage decree
2024	COP 1,300,000 / month	2024 wage decree
2025	COP 1,423,500 / month	2025 wage decree
2026	COP 1,750,905 / month	2026 wage decree

These enacted monthly wages exclude the transport allowance. On 9 July 2026, the Council of State revoked the provisional suspension of Decree 1469 and denied the requested interim suspension, ending the temporary decree’s effect. The decision concerns interim measures, so it does not establish a final merits outcome on the wage decree.

The integral-salary threshold is a separate rule: the 2026 minimum is 13 monthly minimum wages, COP 22,761,765, with a 70% social-security contribution base. The threshold table below sets it alongside the other wage-linked rules.

Taxes and contributions

Employer contributions change with the worker’s pay, the employer’s tax status and the occupational-risk class. The employee also has separate income-tax and social-security deductions.

Resident individual income tax is marginal at 0–39% on taxable income; the schedule runs from a zero bracket through 1,090 UVT to 39% above 31,000 UVT, and the 2026 UVT is COP 52,374. Pension is 16% of the contribution base, split 12% employer and 4% employee. Health is 12.5%, split 8.5% employer and 4% employee when the employer exemption does not apply; the employer also pays a 4% family-compensation-fund contribution, Class I occupational risk starts at 0.522%, and non-exempt SENA and ICBF contributions are 2% and 3% respectively.

The 16% header is only the employer pension and family-compensation-fund shares. An eligible corporate income-tax payer is exempt from employer health, SENA and ICBF for a worker paid strictly less than 10 monthly minimum wages, COP 17,509,050; equality does not qualify. The statutory exemption provision does not remove pension, the family fund or occupational-risk contributions, and the occupational-risk rate depends on the activity.

What an employee actually costs you

The illustrations assume ordinary salary, an eligible corporate income-tax payer and the initial Class I occupational-risk rate. The first benchmark uses average labour income for all occupied workers, rather than an employee-only salary. The Series B C-level point is above the exemption threshold but below the COP 22,761,765 integral-salary floor; none of the three salaries reaches the general pension contribution-base ceiling of 25 monthly minimum wages, COP 43,772,625.

Gross monthly	Listed monthly employer contributions	Salary plus listed contributions monthly	Annualized salary plus listed contributions
National average labour income: COP 2,198,972.00	COP 363,314.15	COP 2,562,286.15	COP 30,747,433.80
Startup C-level, no investment: COP 8,400,000.00	COP 1,387,848.00	COP 9,787,848.00	COP 117,454,176.00
Startup C-level, Series B: COP 22,500,000.00	COP 6,754,950.00	COP 29,254,950.00	COP 351,059,400.00

Each table and chart total is salary plus the listed employer contributions under those assumptions. It excludes prima de servicios, cesantías and their interest, the transport allowance, dotación (work clothing), paid leave, variable occupational-risk rates, other benefits and any employer-of-record fee. Annual figures simply multiply the bounded monthly amounts by 12; none is a complete employment budget.

Which wage threshold changes your Colombian payroll obligations?

Five wage-linked thresholds affect different obligations: the wage floor, two employee benefits, a conditional employer exemption, integral salary and the pension contribution base.

One monthly minimum wage	COP 1,750,905	Basic 2026 wage reference. 2026 wage decree
Up to two monthly minimum wages	COP 3,501,810	2026 transport allowance decree; CST work clothing. Transport-allowance eligibility; work footwear and clothing also require the pay condition and more than three months’ service
Strictly less than 10 monthly minimum wages	COP 17,509,050	Per-worker employer health, SENA and ICBF exemption for eligible corporate income-tax payers; pay equal to the threshold does not qualify. ET 114-1 employer exemption
13 monthly minimum wages	COP 22,761,765	Minimum integral salary; its social-security contribution base is 70%. UGPP integral-salary guide
25 monthly minimum wages	COP 43,772,625	General pension contribution-base ceiling. Ley 100 pension-base ceiling

The two-wage line does not give every employee the same entitlement: the transport allowance has its own eligibility conditions, while work clothing also depends on service length. At the ten-wage line, the inequality is strict and the exemption also depends on the employer’s corporate income-tax status; pension, the family fund and occupational risk remain outside it.

The integral-salary floor is a separate decision from the exemption. The COP 22,500,000 Series B C-level reference used in the contribution illustration is above the ten-wage exemption threshold but below the COP 22,761,765 integral-salary minimum. The 25-wage ceiling is a pension-base cap, not a salary ceiling or a payroll-price band.

Working time, night work and overtime

The ordinary weekly maximum is 42 hours from 15 July 2026. A shift’s supplements depend on night work, overtime and work on a mandatory rest day.

The 42-hour maximum is normally eight hours a day and may be distributed across five or six days by agreement, while preserving the rest day and salary. This completed the staged reduction from 47 hours in July 2023, 46 in July 2024 and 44 in July 2025. Build the weekly schedule first, then identify any hours that fall outside it rather than treating every evening hour as overtime.

Since 25 December 2025, daytime runs from 06:00 to 19:00 and night work from 19:00 to 06:00. Ordinary night work carries a 35% supplement; day overtime carries 25%; and night overtime carries 75% over daytime ordinary pay. Ordinary overtime is limited to two hours a day and 12 hours a week, with sector exceptions, so schedules and time records need to keep ordinary night work separate from each overtime category.

Work on a Sunday or public holiday carries a 90% supplement from 1 July 2026. The scheduled rate rises to 100% from 1 July 2027. These staged dates apply to work on the mandatory rest day; they do not replace the separate night-work and overtime rules.

Leave, sickness, family leave and annual extras

An employment budget in Colombia needs to allow for paid leave, statutory sickness and parental-leave rules, and annual benefits that are outside the salary-plus-listed-contributions illustrations.

Vacation and public holidays

After one year of service, an employee earns 15 working days of paid annual leave. Colombia also has 18 days of paid public holidays. They are separate entitlements: the public holidays do not add to or reduce the annual-leave balance.

Ten of the listed holidays move to the following Monday when they do not fall on a Monday. That calendar rule matters when staffing a holiday week, while work actually performed on a Sunday or public holiday follows the rest-day supplement rules in the working-time section.

Sick and parental leave

For ordinary sickness, the employer covers the first two days. From day three, the EPS pays 66.67% for the first 90 days and 50% for days 91–180, subject to the statutory minimum-wage floor. The length of absence changes the rate; the minimum-wage floor still applies.

Maternity leave is 18 weeks, paid at the salary earned when the leave begins. The baseline paternity entitlement is two paid weeks, funded by the EPS subject to contribution conditions.

Prima, cesantías and work clothing

The prima de servicios is 30 days' salary per year. It is paid in two parts: one half no later than 30 June and the other within the first 20 days of December. Cesantías accrue at one month's salary per year, proportionately for a part-year; under the annualized system, the employer deposits the balance into the employee's chosen fund before 15 February of the following year and pays 12% annual interest, proportionately for a partial year.

Work footwear and clothing are a separate in-kind obligation. An employer that habitually has one or more permanent workers supplies one pair of shoes and one work outfit every four months, without charge, to an eligible employee paid up to two current monthly minimum wages who has more than three months' service at the delivery date. The 2026 transport allowance is likewise separate from salary: it is COP 249,095 for eligible employees paid no more than two monthly minimum wages, COP 3,501,810, where public transport is available.

Prima, cesantías and their interest, work clothing, paid leave and the transport allowance are excluded from the earlier salary-plus-listed-contributions illustrations. Those figures do not represent a complete employment budget.

Ending an employment contract: notice and payments

Notice and final amounts depend on the contract type, who ends it and the stated ground. The 0–30 days headline range does not give an employer a universal advance-notice rule.

Notice depends on the exit route

A written fixed-term contract can run for no more than four years. It renews automatically unless either party gives notice of its intention to end the contract at least 30 days before expiry. That is a non-renewal rule for a fixed-term contract, rather than an advance-notice requirement for every dismissal.

An employee on an indefinite contract may give 30 calendar days' notice so the employer can arrange a replacement, but no penalty can be agreed for omitting it. An employer must give at least 15 days' notice only for the specified just-cause grounds in the statute. These rules do not create a general employer advance-notice period for every dismissal.

Final settlement and dismissal indemnity

Prepare the final settlement by first recording the contract type, end date, initiating party and stated ground. Then calculate earned wages, accrued but unused vacation, the proportional prima de servicios, cesantías and the related 12% interest. Cesantías accrue at one month's salary per year, proportionately for a part-year; their treatment on termination does not turn on the dismissal cause.

For an indefinite-term employee dismissed without just cause, the indemnity is tied to both pay band and service. Below 10 monthly minimum wages, it is 30 days' salary for the first year or less, plus 20 days for every subsequent year, proportionately for a partial year. At or above 10 monthly minimum wages, it is 20 days' salary for the first year or less, plus 15 days for every subsequent year, again proportionately for a partial year.

Those scales are a remedy for dismissal without just cause on an indefinite contract. They do not supply one standard severance amount for fixed-term non-renewal, employee resignation or every other form of exit.

Recent changes that affect a Colombian hire

Colombia's current hiring rules reflect a 2025 employment reform, staged working-time and rest-day changes, and a 2026 wage decree whose interim court suspension was reversed.

• 25 June 2025 — Law 2466 employment reform. Fixed-term employment contracts must be in writing and cannot exceed four years. The reform also defines an apprenticeship arrangement as a special fixed-term employment contract.
• 25 December 2025 — revised night period. Daytime work now runs from 06:00 to 19:00; night work runs from 19:00 to 06:00. That changed which hours attract the separate night-work premium.
• 1 January 2026 — new statutory wage. Decree 1469 set the legal monthly minimum wage at COP 1,750,905 / month.
• 15 April 2026 — narrow Constitutional Court judgment. Judgment C-081/26 struck the two specified instances of a qualifier in Law 2466 article 17(10). It did not void the reform as a whole; the separate enforceability date of that deletion remains unclear.
• 25 June 2026 — disability quota becomes compulsory in its second year. The numerical quota became mandatory for employers within the relevant permanent-headcount scope. The statutory text leaves rounding and the position below 100 permanent workers unresolved.
• 1 July 2026 — rest-day supplement. Work on a Sunday or public holiday carries a 90% supplement from this date.
• 9 July 2026 — wage interim order reversed. The Council of State revoked the provisional suspension of Decree 1469 and denied the requested interim suspension, ending the temporary decree's effect. That was an interim-measures decision, not a final merits judgment on the wage decree.
• 15 July 2026 — working-time reduction. The ordinary maximum reached 42 hours a week.
• 1 July 2027 — scheduled rest-day stage. The Sunday and public-holiday work supplement is scheduled to increase to 100%.

What a hiring mistake costs, and who pays

Liability depends on the relationship and the breach. A direct employer, a contractor’s beneficiary and the parties to a regulated temporary-service arrangement face different consequences.

Party	Risk	Amount
Direct employer	Dismisses an indefinite-term employee without just cause	Below 10 monthly minimum wages: 30 days' salary for the first year or less, then 20 days for each later year, proportionately for a part-year. At or above 10 monthly minimum wages: 20 days for the first year or less, then 15 days for each later year, proportionately.
Direct employer	Leaves accrued employment rights out of a final settlement	Earned wages, unused vacation, proportional prima de servicios, cesantías and related 12% interest. Cesantías are one month's salary per year, proportionately for a part-year.
Beneficiary using a genuine contractor	The contracted work is within the beneficiary's normal business	The beneficiary may be jointly liable with the contractor for worker wages, benefits and indemnities. The exception is work outside the beneficiary's normal business.
User company and temporary employment service	A regulated temporary-service arrangement is used outside an authorized cause or beyond its permitted limit	After a judicial declaration, the user company may be treated as the real employer and the temporary employment service as an intermediary.
Party subject to a covered illegal labour-intermediation violation	The infringement persists and the Labour Ministry issues an administrative act	Successive fines of up to 5,000 monthly minimum wages per violation while it persists; the act is subject to reconsideration and appeal.

Personal service, continuing subordination and remuneration point to employment, whatever label the agreement uses; personal work is also presumed to be governed by an employment contract. Supplying permanent activities through third parties creates a rebuttable presumption of direct employment with the beneficiary, and the beneficiary directing the supplied worker's service is one listed factual indicator. Those rules do not make every contractor arrangement unlawful or turn every employer-of-record model into a temporary employment service.

A temporary employment service requires operating authorization. A production or service surge is one permitted cause, limited to six months with a possible further six-month extension; that duration does not apply to every permitted cause. The territorial labour office keeps public information on authorized, sanctioned and cancelled services. For model-specific checks, see the Colombia employer-of-record guide and the Colombia contractor guide.

Questions people actually ask

Can a US company hire someone in Colombia without opening an entity?

Yes. A business can use an employer of record as the legal employer, or engage an independent contractor where the services are genuinely independent. The classification still turns on the real working relationship, including continuing subordination, rather than the label in the agreement.

What is the minimum wage in Colombia in 2026?

The legal monthly minimum wage is COP 1,750,905 / month from 1 January 2026. Eligible employees paid no more than COP 3,501,810 may also receive the separate COP 249,095 monthly transport allowance, subject to the transport condition.

What is the average salary in Colombia, and what does it measure?

The Q1 2026 GEIH reference point is COP 2,198,972 / month. It measures average labour income for all occupied workers, so it is not an employee-only average salary and should not be treated as a market salary for a particular role.

How many hours a week can a Colombian employee work?

The ordinary maximum is 42 hours a week, normally eight hours a day, distributed by agreement across five or six days. Night work begins at 19:00, and overtime remains subject to its own daily and weekly limits.

How much do employer contributions add to a Colombian salary?

The add-on varies with employer eligibility, pay and occupational risk. In the bounded Class I occupational-risk illustration for an eligible corporate income-tax payer at the GEIH income reference point, listed employer contributions are COP 363,314.15 a month, or 16.52% of gross pay; the illustration excludes leave, statutory annual extras, the transport allowance, work clothing, variable risk rates, benefits and any employer-of-record fee.

Can a Colombian fixed-term contract simply expire without notice?

No. A fixed-term contract renews automatically unless either party gives at least 30 days' notice of its intention to end it before expiry. The contract must be in writing and cannot exceed four years.

Can a foreign citizen work for a Colombian employer?

Yes, through the M worker visa route where a Colombian legal entity hires the person under an employment contract. The employer must document average monthly income of 100 minimum wages over the preceding four months, and the visa may be valid for up to three years.

What happens if an employee is called a contractor?

The label does not decide the status. Personal service under continuing subordination and for remuneration is employment, and personal work is presumed to be governed by an employment contract; a beneficiary can also face joint liability with a genuine contractor where the work is within its normal business.

Sources

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