Navigating labor regulations is crucial for businesses operating in Colombia. Understanding the rules around working hours, overtime, and rest periods ensures compliance and fosters positive employee relations. Colombian labor law sets clear standards for the maximum number of hours an employee can work and mandates specific requirements for compensating work performed beyond these limits or during non-standard hours like nights, weekends, and holidays.
Adhering to these regulations is not just a legal requirement but also a key aspect of responsible employment practices. Employers must be diligent in tracking working time, calculating appropriate compensation for overtime and special hours, and ensuring employees receive their mandatory rest periods.
Standard Working Hours and Workweek
Colombian labor law establishes a maximum standard workweek. As of 2023, the maximum ordinary working week is 47 hours. This limit is part of a gradual reduction process from 48 hours per week, aiming to reach 42 hours per week by 2026. For 2025, the maximum ordinary working week remains 46 hours.
The distribution of these hours across the week is flexible, provided that the maximum daily limit is not exceeded, typically 9 hours per day, although exceptions exist allowing up to 10 hours per day under specific conditions, as long as the weekly maximum is respected. The standard workweek can be spread over five or six days.
Overtime Regulations and Compensation
Work performed beyond the standard maximum weekly hours (46 hours in 2025) is considered overtime. Overtime work must be authorized and is subject to specific limits and compensation rates. The maximum daily overtime is generally 2 hours, and the maximum weekly overtime is 12 hours.
Overtime compensation rates vary depending on when the overtime is performed:
| Type of Overtime | Rate (Premium over Ordinary Hourly Wage) | Total Hourly Rate (as % of Ordinary) |
|---|---|---|
| Day Overtime | +25% | 125% |
| Night Overtime | +75% | 175% |
| Sunday/Holiday Day Overtime | +100% (75% Sunday/Holiday + 25% Overtime) | 200% |
| Sunday/Holiday Night Overtime | +150% (75% Sunday/Holiday + 75% Overtime) | 250% |
Note: These rates are applied to the ordinary hourly wage.
Rest Periods and Break Entitlements
Employees are entitled to mandatory rest periods. A daily rest period is implied by the maximum daily working hours. Additionally, employees are entitled to a mandatory paid weekly rest day, typically Sunday. If an employee is required to work on their designated weekly rest day or a public holiday, they are entitled to compensatory rest or premium pay, as detailed in the section below. While specific paid breaks during the workday (like coffee breaks) are not universally mandated by law, a break for meals is common practice and may be regulated by internal company policies or collective agreements.
Night Shift and Weekend Work Regulations
Work performed during the night shift, on Sundays, or on public holidays is subject to premium pay, even if it does not constitute overtime. The night period is generally defined from 9:00 PM to 6:00 AM.
Compensation for working during these special periods includes:
- Night Work: A 35% premium over the ordinary hourly wage for hours worked between 9:00 PM and 6:00 AM.
- Sunday or Holiday Work (Day): A 75% premium over the ordinary hourly wage.
- Sunday or Holiday Work (Night): A 75% premium for the Sunday/Holiday work plus the 35% night premium, totaling a 110% premium over the ordinary hourly wage.
These premiums are cumulative with overtime pay if the work performed during these hours also exceeds the standard weekly limit.
Working Time Recording Obligations
Employers in Colombia are legally required to maintain accurate records of the working hours of their employees. This includes documenting the start and end times of the workday, as well as any overtime hours worked. These records are essential for demonstrating compliance with maximum hour limits, correctly calculating ordinary wages, overtime pay, and premiums for night, Sunday, and holiday work. The records must be available for inspection by labor authorities. Implementing reliable time tracking systems is a key compliance requirement for all employers.
