A New Labor Horizon for Colombia
Law 2466 of 2025 transforms the rules of the labor game in the country. Its goal is simple but powerful: to promote more dignified, stable and fair work for everyone. This interactive guide will help you understand the most important changes that will impact your professional life, whether you are an employee or an employer.
More Stability
The indefinite-term contract becomes the norm, limiting temporary work and providing greater security to employees.
Better Pay
Pay for working nights, Sundays and holidays is increased, recognizing the extra effort and improving your income.
New Rights
Paid leave is expanded and clear rules are set for disciplinary processes, protecting you against abuse.
Your Contract: The New Rules
The reform prioritizes stability. Choose a contract type to see how it has changed and what it means for you. The goal is to reduce precarious employment and ensure temporary contracts are used only when strictly necessary.
Your Hours and Pay: What Changes
The reform adjusts working hours and improves compensation for working outside standard hours. These changes aim for a better work-life balance and fairer pay for your time.
🌙 Night Starts Earlier
The night-shift premium (35%) now applies starting at 7:00 p.m., two hours earlier than under the previous regulation. This means better pay if your workday extends into the evening.
BEFORE
9:00 PM
NOW
7:00 PM
This change takes effect on December 25, 2025.
🗓️ Gradual Increase in Sunday/Holiday Pay
The premium for working on Sundays or holidays will increase progressively until it reaches 100% in 2027.
Your Rights Are Strengthened
The law introduces new protections and benefits to guarantee fairer, more equitable treatment in the workplace. Click on each right to learn more.
⚖️Disciplinary Due Process
🩺New Paid Leave
🚫Zero Tolerance for Discrimination
💻Connectivity Allowance
👨👩👧Flexibility for Caregivers
🌍Protection for Migrants
Regulation for Key Sectors
The reform addresses informality and precarious work in specific sectors that required special attention. Explore the tabs to see the changes affecting each group.
Digital Delivery Platform Workers
The law recognizes delivery workers and establishes a protection framework. The most important novelty is social security affiliation for independent and self-employed workers:
- The company will contribute 60% of the health and pension contribution.
- The worker will contribute the remaining 40%.
- Occupational risk coverage (ARL) will be 100% the responsibility of the company.
In addition, platforms must be transparent about how their algorithms work and allow human review of automated decisions.
Social Security Contributions (Independent Workers)
Guide for Employers
The reform introduces new obligations, but also incentives. Understanding these changes is key to successful, law-compliant talent management.
New Obligations and Limits
- ●Outsourcing Limits: The use of Temporary Services Companies (EST) is restricted to genuinely temporary needs. Improper use turns the client company into the direct employer.
- ●Joint Liability: Companies are jointly liable for the wages and benefits of their contractors' workers.
- ●Inclusion Quotas: An obligation to hire a percentage of people with disabilities, which becomes mandatory from the second year the law is in force.
- ●Regulation Updates: Companies have 12 months to adjust their internal work regulations to the new disciplinary due process rules.
Hiring Incentives
The law creates the "CREA EMPLEO" (Job Creation) benefit to encourage the formal hiring of specific groups:
- ✓Eligible Populations: Women, young people and people over 50 years old.
- ✓Condition: It is activated when the country's unemployment rate exceeds the OECD average.
- ✓Benefit: A government contribution for each new job created for these populations, for a maximum of six months.