Company in Colombia: What You Need to Know About the 2025 Labor Reform

If you own or manage a company in Colombia, the 2025 labor reform directly affects how you hire, manage teams, and stay legally compliant.

Some of the changes are already in force, while others will roll out gradually.
But waiting is not an option. If you run a company in Colombia, you need to start preparing right now.

Here’s a breakdown of the most important changes every company should understand—especially if you want to avoid costly mistakes.

Temporary contracts will be the exception, not the rule

The reform establishes that indefinite-term contracts are now the general rule for any company in Colombia.

• Fixed-term contracts can only be renewed for up to 4 years, with written justification.

   

• If that limit is exceeded, the law presumes the contract is indefinite from the beginning.

   

• Project-based contracts used for permanent roles will also be treated as indefinite.

   

👉 If your company in Colombia uses temporary contracts, now is the time to review them.

Mandatory inclusion: Employees with disabilities

If your company in Colombia has more than 100 employees, you’re legally required to hire 2 people with disabilities per 100 workers.
For companies with 500+ employees, it’s 1 additional person per every 100 new hires.

👉 Compliance will be monitored—this is not optional.

Apprentices now have labor rights

The reform changes apprenticeship agreements into special fixed-term labor contracts, with full benefits during the practical phase:

• Health

   

• Pension

   

• Bonuses (prima)

   

• Paid vacation

   

• Transportation support

   

👉 This represents a significantly higher cost for any company in Colombia that works with apprentices.

New rules on working hours and surcharges

• Night shifts start at 7:00 p.m. (previously 9:00 p.m.)

   

• Sunday and holiday surcharges will rise to 100% by 2027

   

• The legal workweek will be 42 hours, distributed over 5 or 6 days

   

• You’ll need to keep a detailed log of all overtime hours, even if no permit is required

   

New mandatory leaves

The reform introduces new paid leave requirements, including:

• Emergency family situations

   

• Medical appointments (including menstrual health)

   

• Time off for regular bicycle use

   

• Reassignment due to domestic violence

   

👉 These are now enforceable by law—every company in Colombia must comply.

Telework: more categories, more obligations

There are now five official categories of remote work:
Autonomous, Mobile, Hybrid, Transnational, and Emergency.

Employees earning less than 2 minimum wages are entitled to a $200,000 COP connectivity subsidy in 2025.

Outsourcing and temporary workers: tighter restrictions

• Temporary missions are only valid under strict conditions for a maximum of 6 months, renewable once

   

• Abuse of this system will result in your company in Colombia being recognized as the actual employer

   

Social security: more flexibility, tighter tracking

• Part-time and multi-employer contributions are now allowed

   

• The new Simple Labor Regime permits early severance payments without legal complications

   

Migrant workers: regularization begins with a contract

Any migrant who signs a contract will have the right to regularize their immigration status, regardless of their current situation.
The Ministry of Foreign Affairs has 6 months to regulate the process.

In summary: If you manage a company in Colombia, this reform is your responsibility

The Labor Reform 2025 affects how you hire, pay, and manage your workforce.

What used to be optional is now required.
Delaying action could lead to lawsuits, penalties, or losing key talent.

At Nexo Legal, we help you adapt your company in Colombia to stay compliant, protect your team, and operate with confidence.