This English translation is provided for general information and has not been legally verified. Consult the Spanish text and the official sources for legal interpretation. The editorial update date is shown below.
Colombia’s labour reform: payroll premiums and decisions in 2026
Night work from 7 p.m., phased rest-day premiums and apprenticeship rules call for a review of shifts, contracts and payroll budgets.
Colombia’s labour reform calls for a review of how working hours are organised and paid. Management should calculate the impact using actual shifts, salaries and engagement arrangements. A single percentage increase cannot describe the position of every employer.
Night work
Article 10 of Law 2466 of 2025 defines night work as 7:00 p.m. to 6:00 a.m. The change took effect six months after enactment on 25 June 2025: 25 December 2025.
Check that time records, shift schedules and payroll settings reflect that period. Individual calculations must also distinguish ordinary working hours, overtime and any applicable special arrangements.
Mandatory rest days and public holidays
Article 14 provides the following phased premiums:
| From | Premium |
|---|---|
| 1 July 2025 | 80% |
| 1 July 2026 | 90% |
| 1 July 2027 | 100% |
Employers may adopt 100% earlier. At the date of this update, the phased rate is 90%, subject to any more favourable applicable terms.
The premium rate is not the percentage increase in total payroll. To assess the effect, identify the hours worked on these days, the employees concerned and how rest days are recorded. A business operating around the clock will have a different cost profile from an office working daytime hours.
Apprenticeships: assess each arrangement
Article 21 of Law 2466 changed the apprenticeship contract. Decree 223 of 2026 regulates work placements and this contractual arrangement.
Before budgeting for an engagement, identify the training programme, stage, format and dates, and check the corresponding financial support, social security and employment-benefit obligations. Student placements should not all be treated as though they fall under the same rules.
Translating the changes into a payroll budget
A structured review can begin with four tasks:
- Compare a sample of payroll calculations with the shifts actually worked and recorded.
- Identify contracts and arrangements requiring review, including apprenticeships.
- Model the next premium increase using operational data and clearly stated assumptions.
- Assign responsibility for changing payroll settings and checking the results.
This information supports discussions about workforce organisation and potential liabilities. Decisions must respect applicable contractual terms and employment rights; a spreadsheet alone cannot resolve that assessment.
Sources
- Law 2466 of 2025, Articles 10, 14 and 21 — Colombian Ministry of Foreign Affairs’ official compilation.
- Decree 223 of 2026 — Public Service Department.
Editorial update as at 7 October 2026. This article focuses on these components and does not replace a full assessment of an employer’s obligations.