Payroll frequency
Up To Monthly For Salaried Staff; Weekly For Daily-Wage Staff
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Hire in Colombia
Structured payroll, employer-cost, employment and compliance data for hiring in Colombia.
Employer cost calculator
What does a hire in Colombia actually cost?
Start with salary and a few basic hiring details. Ivvora converts USD to COP, applies local payroll rules, and converts the result back to USD.
Your estimate
$100,000
Annual base salary
Your hiring estimate, made clear.
Use the options on the left to choose your employment scenario. Your calculated annual employer cost will appear here.
Employer contributionsMandatory benefits
We show calculated amounts separately from costs that need more information. No hidden zero-cost assumptions.
Hiring essentials
Six practical signals to understand before modeling payroll.
Salary convention
Monthly gross, ordinary or eligible integral salary
Standard workweek
42 hours per week (from 15 July 2026)
Annual leave
15 working days per qualifying year
Maternity leave
18 weeks
Probation
Up to 2 months; shorter limit for fixed-term contracts
Employer cost
Statutory employer contributions
Calculated from individual statutory components
Régimen Contributivo de Salud
Health
8.5% of IBC
Formula modeled
Sistema General de Pensiones
Pension
12% of IBC
Formula modeled
Sistema General de Riesgos Laborales
Occupational Risk
Lookup based on IBC
Formula modeled
Caja de Compensación Familiar
Family Compensation
4% of Payroll Contribution Base
Formula modeled
Servicio Nacional de Aprendizaje contribution
Parafiscal
2% of Payroll Contribution Base
Formula modeled
Instituto Colombiano de Bienestar Familiar contribution
Parafiscal
3% of Payroll Contribution Base
Formula modeled
Payroll
Employee deductions
Statutory deductions and withholding rules that may reduce gross pay.
Employee health contribution
Health
4% of IBC
Formula modeled
Employee pension contribution
Pension
4% of IBC
Formula modeled
Solidarity pension contribution
Pension
Scenario-specific lookup
Check applicability
Employment income-tax withholding
Income Tax
Formula
Check applicability
Compensation
Mandatory compensation
Separate statutory compensation obligations are modeled individually rather than as a single employer-tax percentage.
Annual Compensation
Prima de servicios
Co Prima Accrual
Applicability: Yes
Severance Savings
Auxilio de cesantía
Co Cesantias Accrual
Applicability: Yes
Severance Interest
Interest on cesantías
Co Cesantia Interest Accrual
Applicability: Yes
Leave
Annual leave
Annual leave can vary by location, employee category and applicable employment framework.
Ordinary employment baseline15 paid working days per qualifying service year
Working time
Hours & overtime
National baselines are combined with state and establishment-specific rules.
Ordinary night hours7:00 p.m. to 6:00 a.m.
Overtime25% daytime overtime; 75% nighttime overtime; ordinary night-work premium 35%
Mandatory rest-day premium (July 2026–June 2027)90%; rises to 100% from July 2027
Employment
Contracts, notice & termination
Employment outcomes depend on worker status, contract terms, state law and establishment characteristics.
Probation
Up to 2 months
Must be written; for fixed terms under one year, at most one-fifth of the initial term, capped at two months.
Notice
Depends on contract and reason
Fixed-term renewal/nonrenewal and disciplinary termination have different rules; no universal notice period.
Final wages
Due at termination
Outstanding wages, accrued benefits, commissions and legally owed indemnities require reconciliation under CST Article 65.
Severance & retrenchment rules
Article 64 distinguishes indefinite, fixed-term and specified-work contracts. These are indemnities for dismissal without just cause, not automatic payments upon every exit.
Fixed-term contract
Salary corresponding to the unexpired contractual term.
Termination without just cause before the contractual term ends.
Official legal source ↗Project or specified-work contract
Salary for the uncompleted expected work duration, with at least 15 days of salary.
Termination without just cause before completing the contracted work.
Official legal source ↗Indefinite contract — below 10 minimum wages
30 days of salary for service up to one year; 20 days per additional year, prorated.
Termination without just cause. Salary below 10 SMMLV.
Official legal source ↗Indefinite contract — at least 10 minimum wages
20 days of salary for service up to one year; 15 days per additional year, prorated.
Termination without just cause. Salary at or above 10 SMMLV.
Official legal source ↗Estimate indemnity for dismissal without just cause
Illustrative legal formula in COP. Not a termination settlement or a substitute for assessing lawful grounds and protections.
Estimated indemnity
$ 8.333.333
50.00 salary days
30 days through the first year plus 20 per additional year, prorated. Threshold: 10 × $ 1.750.905 (2026). Sources: Colombian Labour Code Article 64 and Decreto 0159 of 2026. Does not include outstanding wages, prima, cesantías, interest or unused vacation.
Jurisdiction
How local variation works
The standard private-sector employment rules above are national. Special sectors, collective agreements and individual employment terms can change applicability; a missing state overlay does not invalidate the national rule.
Payroll compliance
Recurring filings & payments
Recurring payroll obligations are stored as rules so future payroll calendars can be generated programmatically.
PILA contributions — deadline by NIT ending
The final two NIT digits determine a business-day position, from the 2nd to the 16th business day. Exact dates vary with the applicable month's holidays and must not be guessed.
NIT 00–072nd business day
NIT 08–143rd business day
NIT 15–214th business day
NIT 22–285th business day
NIT 29–356th business day
NIT 36–427th business day
NIT 43–498th business day
NIT 50–569th business day
NIT 57–6310th business day
NIT 64–6911th business day
NIT 70–7512th business day
NIT 76–8113th business day
NIT 82–8714th business day
NIT 88–9315th business day
NIT 94–9916th business day
Electronic payroll reporting to DIAN
For required filers: within the first 10 business days of the following month. This is not the employee salary payment deadline. DIAN's official interpretation confirms business days.
DIAN business-day guidance ↗Monthly income-tax withholding follows DIAN's current taxpayer-specific tax calendar. No invented universal date is displayed.
Contractors
Classification-risk indicators
Ivvora surfaces risk indicators rather than giving a legal employee/contractor verdict.
Personal Service
Higher Risk IndicatorElement Of Employment Relationship significance
Remuneration
Element Present But Not SufficientRemuneration Is One Core Element significance
Subordination
Strong Higher Risk IndicatorDecisive Core Element significance
Data coverage
Sources49
Tracked research and scenario limitations55
Contradictions tracked3
Research statusVerified
Important limitation
Employment rules can vary by location, establishment and employee classification. Values that cannot safely be represented as a country-wide constant remain conditional instead of being estimated.
Research
Primary sources
49 sources are attached to the current structured country dataset.
View all sources
¿Cómo se debe cotizar al Régimen Contributivo en 2026?
Ministerio de Salud y Protección Social
View official source ↗Código Sustantivo del Trabajo Article 306 - Prima de servicios
Función Pública / Gestor Normativo
View official source ↗Código Sustantivo del Trabajo Articles 186-192 - Vacations
Función Pública / Gestor Normativo
View official source ↗Código Sustantivo del Trabajo Article 64 - Termination without cause
SUIN-Juriscol
View official source ↗Código Sustantivo del Trabajo Article 23 - Elements of employment
SUIN-Juriscol
View official source ↗Referenced in supplied research pack; registry metadata not separately provided
CO-CST-011
Referenced in supplied research pack; registry metadata not separately provided
CO-MINTRABAJO-001
Referenced in supplied research pack; registry metadata not separately provided
CO-SUIN-002
Referenced in supplied research pack; registry metadata not separately provided
CO-SUIN-003
Referenced in supplied research pack; registry metadata not separately provided
CO-SUIN-MATERNITY-001
Referenced in supplied research pack; registry metadata not separately provided
CO-UGPP-003
Referenced in supplied research pack; registry metadata not separately provided
CO-UGPP-004
Coverage and limitations by category (55 tracked items)
These tracked items include research requirements, specialized employee categories, provider-specific costs and calculations requiring employer inputs. An entry is not necessarily a missing national payroll rate. Formula readiness is separate from legal-source verification.
Rules Not Fully Researched
20 tracked items
Research Resolved Formula Engine Pending
1 tracked items
Legal Deadline Bands Verified Holiday Calendar Pending
1 tracked items
Legal Deadline Verified Calendar Pending
1 tracked items
Employee Categories Not Covered
3 tracked items
Sector Rules Not Covered
4 tracked items
Collective Agreement Variations Not Modeled
1 tracked items
ARL Scenarios Not Modeled
2 tracked items
Tax Exemption Scenarios Not Modeled
2 tracked items
Calculations Not Ready
8 tracked items
Low Confidence Rules
6 tracked items
Reform Future Phases
1 tracked items
Provider Specific Data Missing
5 tracked items
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