On 15 July 2026, Colombia‘s new statutory working week is now a maximum of 42 hours (down from 44). This marked the final stage of a gradual reduction introduced by Law 2101 of 2021, which has progressively lowered working hours without affecting employee pay or benefits.
For employers, the change may be relatively small in terms of hours, but it is still important to ensure working arrangements, payroll processes and workforce planning remain compliant with Colombian labour law.
What’s Changed?
Under Law 2101 of 2021, Colombia’s statutory working week has been reduced in phases over several years. On 15 July 2026, the final reduction took effect, lowering the maximum ordinary working week from 44 hours to 42 hours.
Importantly, employers cannot reduce employee salaries as a result of the shorter working week. Employees remain entitled to the same pay and employment benefits despite the reduction in working hours.
The legislation also allows employers flexibility in how the 42 hours are distributed across the working week, provided arrangements comply with wider Colombian labour law requirements.
What Does This Mean for Employers?
Employers should review current working patterns to ensure employees do not exceed the new weekly limit.
For businesses operating shift patterns, manufacturing facilities or 24-hour services, even a small reduction in working hours may require adjustments to rotas, staffing levels or workforce planning to maintain operational coverage.
Payroll systems should also be checked to ensure ordinary hours and overtime are calculated correctly under the new framework. Employers may also wish to review employment contracts, employee handbooks and workplace policies to confirm they reflect the updated legal position.
Organisations with operations across multiple countries should take the opportunity to review local compliance processes, as employment legislation can change significantly between jurisdictions and over different timelines.
Why is Colombia’s New Statutory Working Week Important?
Changes to working-time regulations can affect more than employee schedules. They may also influence workforce capacity, overtime costs, resource planning and day-to-day operations.
By reviewing existing arrangements ahead of time, employers can minimise disruption, remain compliant and identify opportunities to improve efficiency as part of the transition to the new working week.
For businesses expanding into Colombia, understanding local employment requirements from the outset is equally important. Working-time rules, payroll obligations and employee entitlements form a key part of the country’s employment framework and should be considered alongside any wider expansion plans.
What Does Leap29 Recommend?
With Colombia’s statutory working week reducing to 42 hours, employers should review work schedules, employment contracts, HR policies and payroll systems. Businesses that rely on shift work may also need to assess staffing arrangements. Any changes should be communicated clearly to managers and employees before revised working practices are introduced.
Taking these steps will help employers manage the transition smoothly while ensuring ongoing compliance with Colombian employment law.
“Reducing the working week is a positive step for employee wellbeing, but it also presents a practical challenge for employers. Businesses will need to think carefully about how they maintain productivity and service levels while working with fewer ordinary hours. Those that plan ahead and adapt early are likely to be in the strongest position as the new rules take effect.“
Simon Duff, Director at Leap29
