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* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
In Colombia, it's advisable to create a written employment contract when hiring a new employee. Colombian labor law distinguishes between permanent and fixed-term contracts, with the latter needing written documentation and a maximum duration of three years. The contract should include details such as job description, salary, benefits, total holidays, and any probationary period.
Probationary periods are optional but should not exceed 60 days from the date of employment.
Employees are typically expected to work up to 48 hours in a standard week, which is equivalent to eight hours per day in a six-day workweek. They are entitled to one day off each week, usually on Sunday, but they can choose an alternate day off if specified in their employment contract, providing flexibility.
Overtime work should not exceed two hours per day or a total of twelve hours per week. Compensation for overtime must be at a minimum rate of 125% for daytime work and 175% for work during nighttime or on public holidays.
The minimum wage in Colombia is 29,000 COP an hour.
In Colombia, employees are legally entitled to a 13th-month salary.
In Colombia, employee income is taxed in "units.” One tax unit is equal to 35,607 COP.
Colombian workers and their employers are required to make regular contributions to the pension system. These contributions are deducted from employees' salaries and matched by their employers. The pension benefits in Colombia are calculated based on the average salary and the number of weeks or months of contributions. The formula takes into account the individual's average earnings over their career and the number of weeks or months contributed. The more one contributes and the higher their average salary, the larger their pension benefits will be.
In Colombia, termination procedures typically adhere to labour laws, unless there are valid reasons for immediate dismissal. Written notice of termination is required and must be sent to the relevant government authorities. Any outstanding payments to departing employees should be settled on their last workday. In Colombia, termination procedures typically adhere to labor laws, unless there are valid reasons for immediate dismissal, like gross misconduct. Written notice of termination is required and must be sent to the relevant government authorities. Any outstanding payments to departing employees should be settled on their last workday. Valid reasons for dismissal include:
Employers are only required to give notice to employees when a fixed-term contract is ending without an extension, which has a 30-day notice period. During the first five years of employment, a 30-day notice is mandatory, and it extends to 90 days for employees with more than five years of service.
Severance pay is required if the employee is dismissed without cause .
Colombia has 18 mandatory national public holidays in a year