Labour obligations and changes 2026 to take into account
Although Law 2466 of 2025 (Labour Reform) introduced significant changes in the regulation of contractual relations in Colombia, for the year 2026 it is essential that employers are aware of the progressive implementation of these changes, as well as the deadlines established for compliance with several of its provisions.
In order to ensure compliance with current labour regulations and mitigate possible sanctioning risks by the UGPP and the Ministry of Labour, the following are the main adjustments that organisations will have to implement this year:
I. Updating of salaries (Effective from 01 January 2026)
The wage and transport allowance increase for the year 2026 was set by presidential decree (Decree 1469 and 1470 of 29 December 2025), after failing to reach an agreement at the negotiation table between employers, trade unions and government, this figure had an increase of 23% compared to the value in force for the year 2025.
The figures and obligations that impact the cost structure for employers are detailed below:
1.Official values 2026
- Minimum Wage (SMLMV): $ 1.750.905
- Transport allowance: $249.095
- Total monthly income: $ 2.000.000
- Comprehensive minimum wage (13 SMLMV): $ 22.761.765
2. Breakdown of costs for the employer (benefit burden)
II. Working hours and night hours
In this respect, there are two relevant changes that should be taken into account by employers:
i) the definitive application of the reduction of working hours, in accordance with the provisions of Law 2101 of 2021, and
ii) the modification of the night shift, which must be fully implemented as of 25 December 2025.
The most relevant aspects associated with these changes are presented below.
- Night shift: As of 25 December 2025, the night shift will be between 7:00 p.m. and 6:00 a.m.; consequently, the 35% surcharge on the ordinary hour must be recognised for work performed during these hours.
- Reduction of working hours: As of 15 July 2026, the maximum legal working hours will be reduced from 44 to 42 hours per week, this being the definitive maximum legal working hours in accordance with Law 2101 of 2021.
Note: Companies will only be obliged to grant the "Family Day" during the first half of the year 2026, since, when the maximum working week of 42 hours is reached, employers are exempted from granting this benefit every six months, and it will be at the discretion of the company.
III. Increase in work on rest days and public holidays
As of 01 July 2026, the surcharge for work on mandatory rest days or public holidays is increased to 90% of the value of the ordinary hour, in accordance with the gradual application provided for in Law 2466 of 2025.
Note: This increase is part of the gradual application of the Sunday and public holiday surcharge, which will reach 100% as of 1 July 2027. The surcharge shall be recognised in cases of both occasional and regular work on mandatory rest days or public holidays.
IV. Updating of internal work regulations (RIT)
It is important to bear in mind that Law 2466 of 2025 introduced relevant adjustments that imply the mandatory update of the Internal Working Regulations (RIT), which must be implemented by 25 June 2026 at the latest:
- Disciplinary process, in accordance with the new guarantees and stages established in the Law.
- Special apprenticeship contract, taking into account its new nature and conditions.
- New definitions and implementation of paid leave
- Adjustments to daytime and night-time working hours, as well as to the applicable surcharges.
- Regulation of remote, hybrid or digital working modalities, where applicable.
- Protocols for the prevention of and attention to workplace and sexual harassment.
V. Inclusion of persons with disabilities
As of 25 June 2026, the obligation to hire a minimum percentage of people with disabilities, in accordance with the size of the workforce and in accordance with the provisions of Law 2297 of 2023 and Law 2466 of 2025 (Labour Reform), comes into force.
Companies that do not comply with this obligation must assume the payment of the economic compensation quota in the terms established by the current regulations.
At ECIJA, we are ready to accompany your company in the safe and strategic implementation of these new regulatory provisions, mitigating labour risks and ensuring compliance with current legislation.
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