Although Law 2466 of 2025 (Labour Reform) introduced significant changes in the regulation of contractual relations in Colombia, for the year 2026 it is essential that employers are aware of the progressive implementation of these changes, as well as the deadlines established for compliance with several of its provisions.
In order to ensure compliance with current labour regulations and mitigate possible sanctioning risks by the UGPP and the Ministry of Labour, the following are the main adjustments that organisations will have to implement this year:
I.
WAGE UPDATES (Effective from 01 January 2026)
The wage and transport allowance increase for the year 2026 was set by presidential decree (Decree 1469 and 1470 of 29 December 2025), this after failing to reach an agreement at the negotiation table between employers, trade unions and government, this figure had an increase of 23% compared to the value in force for the year 2025.
The figures and obligations that impact the cost structure for employers are detailed below:
1.
Official values 2026
- Minimum Wage (SMLMV): $ 1.750.905
- Transport allowance: $249,095
- Total monthly income: $ 2,000,000
- Integral minimum wage (13 SMLMV): $ 22.761.765
2.
Breakdown of costs for the employer (benefit burden)
I. WORKING HOURS AND NIGHT WORK.
In this respect, there are two relevant changes that should be taken into account by employers: i) the definitive application of the reduction of working hours and night work, and ii) the reduction of working hours.
i) the definitive application of the reduction of the working day, as established in Law 2101 of 2021, and
working hours, in accordance with the provisions of Law 2101 of 2021, and ii) the modification of the night
modification of the night shift, which should be fully implemented as of 25 December
implemented as of 25 December 2025.
The most relevant aspects associated with these changes are presented below.
changes.
- Night shift: As of 25 December 2025, the night working day will be between 7:00 a.m. and 7:00 p.m., and the night working day will
night shift will be between 7:00 p.m. and 6:00 a.m.; consequently, the 35% surcharge of
Consequently, the surcharge of 35% over the ordinary hour shall be recognised for work performed during these hours.
for work performed during these hours.
- Reduction of working hours: As of 15 July 2026, the maximum legal working day is reduced from 44 to 42 hours.
from 44 to 42 hours per week, this being the definitive maximum legal working day in accordance with the
maximum legal working hours in accordance with Law 2101 of 2021.
Note: Companies will only be obliged to grant "Family Day" during the first half of 2026.
during the first half of the year 2026, since, when the maximum working week of 42 hours is reached, employers will be obliged to
of 42 hours per week, employers are exempted from granting this benefit every six months.
benefit, and it will be at the discretion of the company.
III. INCREASE IN REST DAY AND HOLIDAY WORK.
As of 1 July 2026, the surcharge for work on days of compulsory rest or public holidays shall be
days off or public holidays is increased to 90% of the value of the ordinary hour,
in accordance with the gradual application provided for in Law 2466 of 2025.
Note: This increase is part of the gradual application of the Sunday and public holiday surcharge, which will reach 100% as from the date of
which will reach 100% as of 1 July 2027. The surcharge shall be recognised for both
The surcharge must be recognised both in cases of occasional and regular work on days of compulsory rest or public holidays.
IV. UPDATING OF INTERNAL WORK REGULATIONS (RIT).
It is important to bear in mind that Law 2466 of 2025 introduced relevant adjustments
which imply the mandatory updating of the Internal Work Regulations (RIT),
which must be implemented by 25 June 2026 at the latest.
In this regard, the main aspects to be reviewed and adjusted are the following
The main aspects to be reviewed and adjusted are the following:
Disciplinary process, in accordance with the new guarantees and stages
established in the Law.
- Special apprenticeship contract, according to its new nature and conditions.
conditions.
- New definitions and implementation of paid leave
- Adjustments to daytime and night-time working hours, as well as to the applicable overtime
applicable surcharges.
- Regulation of remote, hybrid or digital working modalities, where applicable.
digital platforms, where applicable.
- Protocols for the prevention of and attention to workplace and sexual harassment.
V. INCLUSION OF PERSONS WITH DISABILITIES.
As of 25 June 2026, it will be mandatory to hire a minimum percentage of people with disabilities.
of a minimum percentage of persons with disabilities, in accordance with the size of the workforce and in
the size of the staff and in accordance with the provisions of Law 2297 of 2023 and Law
2466 of 2025 (Labour Reform).
Companies that do not comply with this obligation will have to assume the payment of the
economic compensation quota under the terms established by the regulations in force.
in force.
At ECIJA, we are ready to accompany your company in the safe and strategic implementation of these new regulatory
of these new regulatory provisions, mitigating occupational risks and guaranteeing the
compliance with current legislation