2025 labour reform: new costs for employers

The recent labour reform introduces significant changes that directly affect business operating costs in Colombia. This article examines the additional costs introduced by the reform. Among the most relevant changes are the revised hours for the night-work premium and new rules on apprenticeship contracts. Both adjustments directly increase employers’ financial obligations, requiring appropriate budgeting and workforce planning.

Night-work premium

One of the most significant changes is the extension of night-time working hours, which now begin at 7:00 p.m. and end at 6:00 a.m. This means that all hours worked after 7:00 p.m. must be paid with the applicable premium, considerably increasing labour costs in sectors such as retail, restaurants, entertainment and security services, among others.

This change requires employers to review shifts, workloads and financial projections, as the cumulative effect of the night-work premium can significantly increase monthly payroll costs.

This premium will take effect six months after the Law is enacted, meaning December 2025.

Premium for work on mandatory rest days or public holidays

The reform also establishes a progressive increase in pay for work performed on mandatory rest days or public holidays.

This premium, previously 75%, will increase gradually, under a phased schedule.

The apprenticeship contract becomes a special fixed-term employment contract, governed by the Substantive Labour Code. This means that apprentices acquire employee status, with all the rights, guarantees and protections arising from the employment relationship. However, subordination will be limited exclusively to activities inherent to the training process.

In addition, practical training time must be certified and recognised as valid work experience, strengthening apprentices’ prospects of entering the labour market.

Financial support

• Dual training: 75% of the statutory monthly minimum wage (SMLMV) during the first year and 100% during the second year.

• Traditional training: 75% of the statutory monthly minimum wage during the classroom phase and 100% during the practical phase.

The new amounts payable to apprentices represent an approximately 81% increase in labour costs compared with the amounts paid before the reform came into force.

What should employers do?

The changes introduced by the labour reform concerning night-work premiums, pay for mandatory rest days and apprenticeship contracts directly increase business operating costs. Companies must anticipate these changes and adjust their financial planning. Failure to prepare in time can create risks of regulatory non-compliance, penalties or unexpected additional costs.

At Marín Ortega Consultores Jurídicos, we advise on identifying, analysing and managing the new labour costs introduced by the reform, including higher night-work premiums, increased pay for mandatory rest days and the new legal status of apprenticeship contracts. Our aim is to help your company prepare in advance, implement legally compliant strategies and avoid unexpected financial liabilities, supporting financial sustainability and legal certainty in workforce management.