How to Calculate Overtime and Night Surcharges in Colombia (2026 Guide)

Honestly, continuing to use 2023 or 2024 Excel spreadsheets to process your payroll is going to cost you dearly. July 2026 split Colombia's labor history in two: on one hand, the maximum weekly working hours were definitively reduced to 42 hours (Law 2101 of 2021) and, on the other hand, the surcharge for working Sundays and holidays jumped to 90% (Law 2466 of 2025). If you are an employer, human resources manager, or independent worker, you need to update your math right now.

Below, I explain how the exact formulas work, which multipliers to use, and how to avoid the most common mistakes when paying complex shifts.

Law 2101 and the 210 Divisor: The Definitive Formula

The most drastic change brought on by July 15, 2026, was not just that people work fewer hours, but how the value of their time is calculated. By lowering the limit to 42 hours per week, the monthly divisor we use to find the cost of the ordinary hour is no longer 240 or 220. The official divisor is now 210 hours.

The formula is non-negotiable: you take the worker's monthly salary and divide it by 210. Watch out for this: the transportation allowance ($249,095 COP in 2026) is never included in this division. Only the base salary is used.

Let's do the math with the Legal Monthly Minimum Wage (SMMLV) for 2026, which is at $1,750,905 COP:

• $1,750,905 ÷ 210 = $8,338 COP.

That value ($8,338) is your base. From there, any surcharge or supplemental work is calculated by multiplying that rate by the factors required by law.

The New Labor Clock and Surcharges

In addition to the reduction in working hours, the Labor Reform adjusted schedules and percentages to favor rest and atypical work. Today in Colombia, the clock works like this:

• Night shift: Starts at 7:00 P.M. and runs until 6:00 A.M. Working in this time frame within the 42 weekly hours generates a 35% surcharge.
• Sundays and holidays: Starting July 1, 2026, the surcharge for working on a mandatory rest day increased to 90% over the value of the ordinary hour.

It is vital to understand the difference between a surcharge (working at night or on a Sunday within your normal 42-hour shift) and overtime (supplemental time exceeding the legal limit). When both intersect, the percentages are additive. That means they add up.

Table of Overtime and Surcharge Values (SMMLV 2026 Base)

To save you headaches with the calculator, here is the master table with rounded values for a worker earning the minimum wage in 2026. If you pay more than the minimum, simply apply the multiplier to your ordinary hour.

Note: Peso values are rounded to the nearest peso to facilitate payroll software processing.

Practical Cases and Legal Limits

Let's look at a real case. Imagine an employee earning the minimum wage works on a Sunday from 6:00 P.M. to 10:00 P.M., and those 4 hours exceed their 42-hour weekly shift. How do you pay them?

From 6:00 P.M. to 7:00 P.M. is a daytime Sunday overtime hour (multiplier 2.15 = $17,927). From 7:00 P.M. to 10:00 P.M. are three nighttime Sunday overtime hours (multiplier 2.65 = $22,096 x 3 = $66,288). In total, for that four-hour shift, you must pay $84,215 COP.

A serious mistake many companies make is trying to "compensate" for the hours. The law is clear: you cannot force a worker to make up the hours of a holiday to reach the 42 weekly hours. The holiday is a guaranteed paid rest. Forcing makeup hours is a direct violation of the Substantive Labor Code, especially if you manage a project-based employment contract, where the payroll calculation must be meticulous in the face of inspections.

Cost Optimization and Hiring

The fear of miscalculating these costs paralyzes many entrepreneurs. According to active job postings on Colombia Move (July 2026), the jobs section presents a very high supply gap: we have 13 underserved local categories (including technology, marketing, and operational roles). Many SME owners hold back on hiring for fear of hidden labor costs, but once you master the 210 divisor and the surcharge table, hiring stops being a leap into the void.

If your budget is clear and you need to expand your team, I recommend reading our guide on how to post free job listings in Colombia to find local talent without paying costly recruitment agency commissions.

Frequently asked questions

❓ Since when does the 42-hour workweek apply in Colombia?

It applies definitively and mandatorily starting July 15, 2026, completing the gradual transition of Law 2101 of 2021. It does not affect nominal salary, but it increases the cost of the ordinary working hour.

❓ What is the new divisor to calculate the ordinary hour in 2026?

The monthly divisor becomes 210 hours starting July 15, 2026. The formula consists of taking the monthly salary (excluding transportation allowance) and dividing it by 210.

❓ What time does the night shift start?

The night shift in Colombia officially starts at 7:00 P.M. and ends at 6:00 A.M. the following day, with a 35% surcharge. This change was introduced by the Labor Reform (Law 2466 of 2025).

❓ How much is the surcharge for working on a Sunday or holiday?

It equals a 90% surcharge on the ordinary hour starting July 1, 2026. This percentage will increase to 100% on July 1, 2027 under the labor reform scheme.

❓ Can employees be forced to make up the hours of a holiday?

No, companies do not have the legal authority to require their employees to make up or recover the mandatory rest hours corresponding to holidays. A holiday is a paid rest guaranteed by the Substantive Labor Code.

❓ How are Sunday overtime hours liquidated under the new rates?

They are liquidated additively by adding the Sunday surcharge (90%) and the overtime surcharge. For example, a Sunday daytime overtime hour adds 25% (overtime) + 90% (Sunday) for a total surcharge of 115% (factor 2.15).