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Colombia is a growing talent hub in Latin America, known for its young and skilled workforce, strong tech presence, and cost-effective hiring opportunities. With a favourable time zone for North American businesses and government initiatives supporting remote work, Colombia is a popular destination for companies looking to expand their global teams.
With a thriving economy and a growing tech ecosystem, Colombia offers businesses access to qualified professionals at competitive rates. To hire legally, employers must comply with national labour laws that outline employment contracts, minimum wages, social contributions, and worker protections.
Get details on Colombia’s employment laws, tax obligations, and cost structures in our complete hiring guide before expanding.
Employment contracts in Colombia must be documented in writing and must clearly state the terms of employment, including job responsibilities, compensation, benefits, and termination conditions.
Notice periods: 15 - 30 days
Termination of employment: Requires just cause or a mutual agreement and may involve severance payments depending on the reason and length of employment.
Want to learn more about employment contracts in Colombia? Get our full template now!
Colombian labour laws require employers to provide a mix of mandatory and common employee benefits. These are essential for attracting and retaining talent.
Mandatory benefits: Social security (Health, pension, and occupational hazard insurance contributions), severance pay.
Common perks: Flexible work arrangements, health and wellness programs, transportation allowances, meal vouchers, professional development, and bonuses.
Leave policies: Annual leave, sick leave, maternity leave, paternity leave, bereavement leave, and family leave.
Want to learn more about all the employee benefits available in Colombia?
Colombia’s tax system includes mandatory contributions for health, pension, and employment risk. Employers are responsible for withholding these from employee salaries and contributing a portion themselves.
Want to find out more about Colombia’s tax allowances and similar tax regulations? Click here to read more now!
Colombian employers must pay employees in accordance with the labour code and contract terms. Salaries are generally paid once a month.
Salary payment deadline: Usually by the 10th of the following month
Taxes and contributions payment deadline: Monthly, specific dates vary
Payroll declarations deadline: Annual summary of contributions is mandatory
Payroll currency: Colombian Peso
Employment in Colombia is governed by the national Labour Code, which covers working conditions, compensation, contracts, social security, and employee protections.
Total employment cost:
Minimum wage: COP 1,423,500 per month
Probation period: 1 - 2 months
Using EOR services in Colombia allows you to legally employ individuals in the country without opening legal entities there. The EOR takes over all the legal responsibilities as an official employer, including:
Using PEO services in Colombia provides HR and administrative support, while you remain the legal employer. PEO services are ideal for employers who already have legal entities in Colombia but need support to manage their workforce operations, including:
Native Teams provides a payroll calculator adjusted per Colombia’s labour laws. Estimate gross-to-net salaries, tax withholdings, and employer costs in Colombia with our localised calculator. Designed to meet all payroll and compliance requirements.
Note: The information provided above is for general guidance only and should not be considered a substitute for legal advice. We strongly recommend consulting with qualified professionals who specialise in local labour laws before making any hiring decisions. While the data was accurate at the time of writing, labour regulations are subject to change, and it is your responsibility to stay informed about the latest developments.
Last update: July 29, 2025
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Freelancers and gig workers in Colombia are generally considered self-employed and are responsible for managing their own taxes and social security contributions. As a client, you are not required to make contributions on their behalf.
However, to avoid potential misclassification, it’s important that the working arrangement does not resemble an employer-employee relationship. Always ensure that you have a clearly defined contract that outlines the scope of work, deliverables, payment terms, and other key conditions.
