Labor reform in Colombia: What changes for domestic workers?

Congress approved a labor reform that, among other changes for the country's workers, also modifies some hiring and working conditions for domestic workers.

The reform was negotiated between the Senate and the House of Representatives, and obtained 57 votes in favor and 31 against. Among the changes established is the requirement that domestic workers have specific work hours and a written contract.

The new law sets a maximum daily workday of eight hours. If a person works beyond that time, or after seven at night, they must receive additional overtime pay or night surcharges.

These provisions also apply if you work during the rest day agreed upon with your employer or on public holidays. The contract must be based on the maximum daily and weekly working hours (as of July 16 of this year, it will be 44 hours and as of July 26, 2026, it will be 42), and must include rest periods.

In the event of unilateral termination of the contract by the employer, the corresponding settlement or compensation payments must be recognized.

The government's initiative proposes that a written contract is mandatory, taking into account that the law seeks to fulfill Colombia's commitments to the International Labor Organization (ILO).

According to Symplifica, a labor advisory platform, the minimum monthly wage for a domestic worker in Colombia will be 1,423,500 pesos in 2025. This amount is supplemented by a transportation allowance of 200,000 pesos. The total social security contribution is 470,068 pesos. Of this sum, the employer pays 356,188 pesos and the worker contributes 133,880 pesos.

Labor regulations on wages continue to apply. Domestic workers are entitled to all social benefits: severance pay, interest on severance pay, service bonuses, provision of work shoes and clothing, and maternity leave. However, these must be paid in relation to the days the worker provides services.

Some existing regulations did not change with the reform. According to the Faculty of Legal, Political, and International Studies at the University of La Sabana, the contract can be for a fixed or indefinite term.

If the contract is for an open-ended period, terminating it early does not exempt you from paying severance pay for unjustified dismissal, unless there is justified cause established in labor regulations. A two-month trial period is also valid.

Severance pay must be paid on December 31st of each year and deposited before the following February 15th into the severance fund chosen by the employee. The service bonus must be paid in two installments: one by June 30th and the other within the first 20 days of December. Its value corresponds to one month's salary per year worked, or proportionally if the employee has worked for a shorter period.

Domestic workers are entitled to three paychecks per year: on April 30, August 31, and December 20, provided they have provided services for more than three months. All leave regulations also apply: maternity, paternity, adoption, abortion or non-viable premature birth, and breastfeeding leave.

Domestic workers must be registered with the health, pension, and occupational risk systems. This obligation applies regardless of whether they work as live-in workers or on a day-to-day basis.

If a person works in several locations, each employer can register separately, although a joint contract can be agreed upon between several employers, even if the work is performed at different locations.

There is a method that allows contributions (pensions, occupational hazard insurance, and family benefits) to be paid in weekly installments, intended for those who work less than a month.

"Payment for periods of less than a week is not allowed. Therefore, if you work between one (1) and seven (7) days in the same month, the minimum amount that can be paid is one week. If you work between eight (8) and fourteen (14) days in the same month, you must be paid the equivalent of two weeks. If you work between 15 and 21 days a month, you must be paid three weeks. If you work more than 21 days, you must be paid the full month," states information from the University of La Sabana.

The employer must enroll in the chosen family compensation fund and register the employees under their care. The contribution is four percent of salary and must be fully covered by the employer.