Capital
Bogotá
Population
51.61 million
Languages
Spanish
Timezone
UTC -5
Work week
48 hours
Employer taxes
up to 38.2%
Currency
Colombian Peso (COP)
Payroll cycle
bi-weekly or monthly
EMBAUCHEZ N'IMPORTE OÙ
Embauchez des employés à l'étranger sans créer d'entités juridiques
Embauchez, gérez et payez des freelances dans le monde entier
PAYEZ PARTOUT
Consolidation de la paie à l'international
Standardisez vos opérations de paie dans tous vos pays
Services de paie internationale
Externalisez votre gestion de paie multi-pays
Payez votre équipe dans le monde entier
Devenez un partenaire
Rejoignez notre réseau de partenaires de paie locaux
X
Devenez un partenaire affilié de Lano et commencez à toucher des commissions
Découvrez l'écosystème d'intégrations et de partenaires de Lano
Découvrez comment Lano peut vous aider à développer et à payer votre équipe internationale.
EMPLOI MONDIAL
Recrutez les meilleurs talents n'importe où
Recrutez des employés dans des pays où vous n'avez pas d'entité légale
Se développer à l'international
Testez de nouveaux marchés sans les risques ou les coûts de l'ouverture d'entités locales.
Délocalisez et fidélisez vos employés
Conservez les talents qui partent vers d'autres pays
Transformez les freelances en employés
Incorporez des freelances à temps plein en conformité
PAIEMENTS GLOBAUX
Consolidez la paie à niveau mondial
Gérez les salaires de vos entités et de vos prestataires en un même endroit.
Créer un service de paie dans de nouveaux pays
Mise en place et gestion de la paie en toute conformité dans n'importe quel pays
Changez de prestataire de paie local
Remplacez les prestataires peu performants par des partenaires de Lano.
Effectuez des paiements internationaux
Payez votre personnel en devises locales
TÉMOIGNAGES
Découvrez comment PrestaShop s'est étendu dans quatre pays en à peine six mois grâce à Lano.
RESSOURCES
Tout ce que vous devez savoir pour embaucher des personnes dans le monde entier
Apprenez les meilleures pratiques pour gérer la paie à l'échelle mondiale
Tout ce que vous devez savoir pour embaucher des personnes dans le monde entier
Couverture de paiements de Lano
Comparez les coûts de paiement à l'échelle mondiale avec Lano
FORMATION
Apprenez à utiliser et à profiter au maximum de Lano
Restez informé de l'actualité de Lano, de son contenu et de plus de choses
Parcourez notre glossaire de termes relatifs à la paie et aux ressources humaines
Learn all you need to know about global payroll and hiring
Devenez un expert en recrutement et en gestion de la paie mondial
Gain insights into how much it costs to hire remotely in a country
Tarifs
EMBAUCHEZ N'IMPORTE OÙ
PAYEZ PARTOUT
Devenez un partenaire
EMPLOI MONDIAL
PAIEMENTS GLOBAUX
RESSOURCES
Tarifs
English
Français
Deutsch
Español
Disclaimer
This country guide is for general informational purposes only and should not be construed as legal advice, nor as binding based on your relationship with Lano. When using Lano's solutions, the specifics may depend on your EOR and Payroll setup with our partners. Although we update this guide regularly, it may not reflect current legal developments. Lano Software GmbH disclaims any liability for any actions you take or refrain from taking based on the content contained in this country guide.
Low wages and modest annual leave requirements make Colombia an attractive hiring destination for international companies looking to grow their remote teams. With an average weekly working time of 48 hours, employees in Columbia are used to working more than employees in other countries and are generally known for their good work ethic. Although Columbia itself is lacking qualified workers, the country has attracted many highly skilled professionals from Venezuela in recent years.
Although verbal employment agreements are also possible, it is best practice to draft a written employment contract when hiring an employee in Colombia. Colombian labour law distinguishes between permanent and fixed-term employment contracts – the latter need to be in writing and must not be concluded for a period longer than three years (but renewable).
Employment contracts should include the following information:
Identification of both parties
Date of commencement (and employment duration for temporary contracts)
Workplace
Job description, duties and responsibilities
Salary and benefits (if applicable, information on whether an integrated salary is paid)
Working hours
Total number of holidays
Notice periods for employment termination
Probation period
Probation periods for employees hired under a permanent contract should not exceed two months – one fifth of the employment duration for fixed-term contracts.
Get expert guidance from the Lano team to compare your options and keep growing.
An employee’s standard working week should not exceed 48 hours, i.e. eight hours per day over a six-day workweek. Every employee must have one day off per week which is usually Sunday but may be shifted to another day if detailed in the employment contract.
As of July 2023, the standard weekly working time will be reduced to 47 hours.
Overtime work must not exceed two hours per day, i.e. twelve hours per week, and must be paid at a rate of at least 125% for daytime work and 175% for work at night or on public holidays.
Colombian law distinguishes between three different types of payment: minimum wage, ordinary salary (payments higher than the minimum wage which do not include any additional payments such as bonuses or other) and integrated salary (fixed monthly salary which is higher than ten times the minimum wage and set at a rate 30% higher than usual, thus including all additional payments such as bonuses).
In the beginning of 2023, the national minimum wage rose to COP 1.16 million per month. In addition, the employer has to pay a transportation/connectivity allowance equal to COP 140,606 if the employee earns less than twice the minimum wage.
If an employee is unable to work because of sickness or injury, the employer is obligated to provide sick pay equal to the employee’s usual wages for the first two days of absence. Starting with the third day of sick leave, sick pay is covered by Social Security at a rate of 66.67%. However, payments are limited to 180 days.
Except for those earning an integrated salary, employees in Colombia are entitled to a 13th salary (Prima de Servicios) which is to be paid out in two installments, one in June and the other one in December.
Employees and employers in Colombia are subject to the following tax and social security contribution rates (last review February 2023):
Employers
35%
35% corporate tax rate
19% VAT (standard rate)
Employees
up to 39% *
Individual income tax rates range from
19% to 39%
Employers
up to 38.2%
8.5% health insurance
12% pension plan
4% or 9% payroll tax (depending on employee's income level) which go towards different social security funds
Plus 0.348% - 8.7% for coverage against professional risks.
Please note that social security contributions for integrated salaries are calculated based on 70% of the employee’s income.
Employees
up to 10%
4% health insurance
4% pension plan
1% - 2% solidarity pension fund contribution (only on income exceeding 16 times the minimum wage)
* Read more
Individual income is taxed progressively based on the following tax brackets (percentage rates given only apply to income exceeding the respective tax bracket threshold):
up to 1,090 TVU: 0%
1,090 TVU to 1,700 TVU: 19%
1,700 TVU to 4,100 TVU: 28% + 116 TVU
4,100 TVU to 8,670 TVU: 33% + 788 TVU
8,670 TVU to 18,970 TVU: 35% + 2,296 TVU
18,970 TVU to 31,000 TVU: 37% + 5,901 TVU
above 31,000 TVU: 39% + 10,352 TVU
The “TVU” is the tax unit used by the Colombian government to reset tax thresholds. In 2023, the value of the TVU stands at COP 42,412.
Ce guide de pays est destiné à des fins d'information uniquement et ne doit pas être interprété comme un conseil juridique. Le contenu de ce guide contient des informations générales et malgré le fait que nous le mettions à jour régulièrement, il peut ne pas correspondre aux développements juridiques actuels. Lano Software GmbH décline toute responsabilité concernant les actions que vous entreprenez ou vous abstenez d'entreprendre sur la base du contenu de ce guide de pays.
Colombian employees earn 15 days of paid annual leave per year. In addition, the country observes 18 public holidays on which employees are not required to work.
A new law is expected to enter into force which will increase the number of paid vacation days to 20 days per year.
Female employees can take 18 weeks of fully paid maternity leave which can start up to two weeks before birth. Payments are made by the employer who is later reimbursed by Social Security.
Fathers of newborn children can take 2 weeks of paternity leave, which is paid in the same way as maternity leave. It is also possible for fathers to share the last 6 weeks of the mother's maternity leave.
Colombian labour law does not provide for further parental leave.
In addition to the leave entitlements mentioned above, employees in Colombia are entitled to paid time off under the following circumstances:
trade union leave
voting leave
bereavement leave (5 days)
burial leave for co-workers
Both employees and employers can terminate the employment relationship at any given moment without having to respect a notice period. Recognised causes for employment termination include:
death of employee
employment termination by default, i.e. in case of a fixed-term contract
gross misconduct
invalidity
collective dismissal (previous authorisation required)
termination without a fair cause
The only time an employer has to give notice to his employee is when the concluded fixed-term contract is about to expire and no extension of the contract is intended. In this case, the notice period is 30 days.
Severance pay is required if the employee is dismissed without cause as well as in cases where the employee voluntarily ends the employment relationship. Its amount depends on the employee’s seniority and usual salary:
30 days of salary during the first year and 20 days of salary for every year thereafter – employees earning less than ten times the minimum wage
20 days of salary during the first year and 15 days of salary for every year thereafter – employees earning more than ten times the minimum wage
severance pay equal to any outstanding payments until the initially agreed end date for employees hired under a fixed-term employment contract
As there is no unemployment insurance in Colombia, employers must transfer an annual amount equal to one month’s salary (Cesantías) to a special fund for this purpose, which is paid out to the employee under special circumstances – including a 12% interest rate. However, this only applies to employees who do not receive an integrated salary.
Ce guide de pays est destiné à des fins d'information uniquement et ne doit pas être interprété comme un conseil juridique. Le contenu de ce guide contient des informations générales et malgré le fait que nous le mettions à jour régulièrement, il peut ne pas correspondre aux développements juridiques actuels. Lano Software GmbH décline toute responsabilité concernant les actions que vous entreprenez ou vous abstenez d'entreprendre sur la base du contenu de ce guide de pays.
Des contrats conformes jusqu’à l’onboarding, tout ce qu’il vous faut pour constituer la meilleure équipe du monde.
Obtenez des conseils pour développer des entreprises à l'échelle mondiale. Rejoignez dès maintenant plus de 50 000 inscrits!
© Lano Software GmbH 2024
English
Français
Deutsch
Español