Colombia’s new labor reform, Law 2466 of 2025, is now in effect. Some articles apply immediately, while others activate gradually over the next two years. For employers with Colombian teams, understanding these timelines is essential for accurate payroll planning and legal compliance.

The summary below highlights the four most important updates that affect schedules, costs, and workforce management.

1. Maximum Weekly Working Hours

What Changed: The maximum legal workweek will eventually become 42 hours.

This change is not immediate. It follows the gradual reduction schedule already established by Law 2101 of 2021. The Ministry of Labor confirmed this through External Circular 101 of 2025.

Mandatory National Reduction Schedule:

2023: 47 hours
2024: 46 hours
2025: 44 hours
2026: 42 hours

Final Guidance for Employers

• The maximum in 2025 remains 44 hours.
• The 42-hour limit becomes mandatory on July 15, 2026.
• Companies should plan ahead for the 2026 reduction to avoid cost and staffing disruptions.

2. New Night Shift Schedule

What Changed: Night work now begins at 7:00 PM and ends at 6:00 AM
 

Previously it began at 9:00 PM

Effective Date

This change applies starting December 25, 2025. Employers must update payroll systems and hour calculations before this date to avoid underpayment of night premiums.

3. Sunday and Holiday Premium Increase

What Changed: The premium for work on Sundays and mandatory rest days will increase to 100 percent over a phased timeline.

Implementation Schedule:

July 1, 2025: 80 percent
July 1, 2026: 90 percent
July 1, 2027: 100 percent

Employers may voluntarily apply the 100 percent rate earlier, but it is not required.

Why This Matters

Companies with weekend operations, rotating shifts, or customer-facing teams should prepare for gradual cost increases through 2027.

4. Overtime Limits

What Changed: Colombia reaffirmed the national limits on overtime.

• Maximum 2 overtime hours per day
• Maximum 12 overtime hours per week

Employers now have additional responsibilities. They must:

1. Maintain a detailed overtime register

2. Provide it to employees on request

3. Provide it to labor authorities when required

4. Apply overtime without needing Ministry approval

Effective Date

This update took effect immediately on June 25, 2025. All employers should already be following this rule.

Why These Changes Matter for Global Employers

Teams based in Colombia, whether on-site, remote, or working internationally under Colombian contracts, are directly affected by these updates. The reform is especially important for global employers because it formally recognizes six telework modalities: autonomous, mobile, hybrid, full remote, temporary or emergency telework, and transnational telework, which allows an employee to legally work from another country under a Colombian contract. 

This clarity strengthens compliance obligations for companies already operating flexible or distributed teams. The reforms influence payroll planning, shift scheduling, budgeting for night and weekend premiums, employment contracts, and the legal structure of remote and hybrid arrangements. 

Some changes apply immediately, while others phase in over the next two years, which makes consistent monitoring and proactive compliance planning essential for global employers.

Need support navigating these changes?

Filta helps global companies hire and manage Colombian talent with full compliance. If you need detailed guidance on how the reform affects your workforce:

Visit filtaglobal.com or book a free consultation here: bit.ly/TalkToFilta