Key Takeaways:

• Colombia is reducing its standard workweek from 48 to 42 hours by 2026 under Law 2101 of 2021, without affecting employee salaries or benefits.
• The next reduction takes effect on Tuesday, July 15, 2025, lowering the weekly work limit from 46 to 44 hours, marking the third phase of the policy.
• The policy applies primarily to private sector employees under standard contracts; public sector and managerial roles may follow different regulations.
• Work hours can be flexibly distributed over 5 or 6 days, with a minimum of 4 and a maximum of 9 hours per day without incurring overtime.
• Night shifts will begin at 7:00 p.m. starting October 2024, with a 35% wage surcharge for hours worked during the night period.
• Employers must adjust schedules, update payroll systems, and communicate clearly with staff to remain compliant.
• Operational strategies may need reassessment to maintain productivity while supporting employee well-being.

Bottom line:
Colombia’s workweek reduction presents an opportunity to enhance employee satisfaction and workplace efficiency. Staying informed and prepared is essential for a smooth transition.

Colombia is in the midst of a significant labor reform that is reshaping the traditional workweek. Under Law 2101 of 2021, the country is gradually reducing the maximum legal working hours from 48 to 42 hours per week by 2026. This initiative aims to enhance work-life balance and align Colombia with international labor standards.

Historically, Colombian workers adhered to a 48-hour workweek. Recognizing the need for improved labor conditions, the Colombian Congress enacted Law 2101 in July 2021. This law mandates a phased reduction in working hours without affecting employees’ salaries or benefits.

Implementation Timeline

The reduction is being implemented in stages:

• July 15, 2023: Reduced to 47 hours per week.
  
• July 15, 2024: Reduced to 46 hours per week.
  
• July 15, 2025: Will be reduced to 44 hours per week.
  
• July 15, 2026: Set to reach 42 hours per week.

These changes apply primarily to private sector employees under standard labor contracts. Public sector workers and certain roles, such as managerial positions, may have different regulations.

Key Provisions of the Policy

• Salary and Benefits:
  The reduction in working hours does not entail a decrease in salary or benefits. Employers are required to maintain existing compensation levels.
  
• Work Schedule Flexibility:
  Employers and employees can agree on distributing the reduced hours over 5 or 6 days, ensuring a minimum of 4 continuous hours and a maximum of 9 hours per day without incurring overtime.
  
• Night Shift Adjustment:
  Starting October 2024, the night shift period begins at 7:00 p.m., earlier than the previous 9:00 p.m., with a 35% surcharge applicable for work during this period.

Implications for Employers and Employees

Operational Adjustments:
Companies may need to reassess staffing and operational strategies to accommodate the reduced working hours without compromising productivity.

Employee Well-being:
The policy aims to improve work-life balance, potentially leading to increased job satisfaction and overall well-being among workers.

Recent Developments

In May 2025, the Colombian Senate rejected a proposed referendum aimed at further labor reforms, including stricter limits on working hours and enhanced worker protections. Despite this setback, discussions continue, and the government remains committed to pursuing labor policy advancements.

Beginning Tuesday, July 15, 2025, the next phase of the work hour reduction will take effect, lowering the standard workweek from 46 to 44 hours. This marks the third scheduled adjustment since the gradual decrease in maximum working hours was initiated under the Substantive Labor Code.

Action Steps for Employers

1. Review and Adjust Work Schedules:
   Ensure compliance with the new 44-hour workweek starting July 15, 2025.
   
2. Communicate Changes:
   Inform employees about the upcoming changes and how they will be implemented.
   
3. Update Payroll Systems:
   Adjust payroll calculations to reflect the new working hours and any applicable surcharges.
   
4. Monitor Compliance:
   Regularly review practices to ensure ongoing compliance with labor laws.

As Colombia continues to implement these labor reforms, staying informed and proactive is essential for both employers and employees. By understanding and adapting to these changes, organizations can foster a more balanced and productive work environment.

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