Hiring a Domestic Worker by the Day in Colombia: Payment, Social Security, and the 42-Hour Workweek (2026)

Hiring domestic help for the home—whether for cleaning, cooking, caregiving, or maintenance—requires compliance with current labor standards in Colombia. Contrary to the popular belief that part-time service is handled informally or through a service provision contract, Colombian law requires a written employment contract and proportional enrollment in the social security system.

1. Legal framework for part-time domestic hiring

In Colombia, Law 2466 of 2025 reinforced the requirement for formalizing paid domestic work, establishing the obligation to have a written contract registered and reported on social security platforms. It is not legal to hire a household worker under a fee-based or service provision arrangement when there is subordination, compliance with a set schedule, and personal provision of service.

Likewise, social security contributions for part-time work follow the current guidelines of the UGPP, which allow employers to pay for complete weeks based on the number of days worked in the month without forcing the payment of a full month for pension or the compensation fund.

2. Calculation of daily wage and transportation allowance in 2026

To establish the payment for a day of work in 2026, we must take as a reference the official figures in force as of August 20, 2026:

• Legal Monthly Minimum Wage (SMMLV 2026): $1,750,905 (transitional in nature pursuant to Decree 159 of 2026).
• Transportation Allowance 2026: $249,095 (Decree 1470 of 2025, applicable if the person travels to the workplace and earns up to 2 SMMLV).

If the rate is agreed upon based on the legal minimum wage, the basic liquidation of an ordinary 8-hour day is broken down as follows:

A payment higher than the minimum can be agreed upon. In that case, the agreed value constitutes the agreed salary allocation and, on that basis, social benefits (bonuses, severance pay, and interest on severance pay) must be calculated at the end of each semester or year of service.

If you need to calculate additional liquidations for surcharges or work on holidays, you can consult our guide on the calculation of overtime and night surcharges in Colombia.

3. The 42-hour workweek and the 210-hour divisor

In accordance with Law 2101 of 2021 and External Circular 101 of 2025 from the Ministry of Labor, the maximum legal workday in Colombia was reduced to 42 hours per week starting July 15, 2026. This measure applies entirely to domestic service.

To determine the value of the ordinary hour in a full-time or part-time contract, the monthly divisor indicated by labor authorities is now 210 hours per month (instead of the old 240 or 220 hours). If a worker performs a part-time day of 8 hours, surcharges must be reviewed according to the schedule and the time effectively worked.

4. Social security for part-time workers: contribution to PILA by weeks

Social security for part-time household employees requires affiliation to Pension, Occupational Risks (ARL), and the Family Compensation Fund. The contribution on the PILA form is not made by individual days but by blocks of weeks, according to the official 2026 table from the UGPP:

Note: according to the UGPP, the total pension contribution is split between 12% paid by the employer and 4% paid by the worker. This table shows only the employer's cost; the worker's portion must be handled separately according to the payroll and PILA configuration.

Regarding health insurance, people working by the day can remain in the Subsidized Health Regime (SISBÉN) or as beneficiaries in a family member's Contributory Regime, provided they meet the requirements of current regulations. The ARL (Work Risk Insurance) must always be paid from the first day of work to cover any workplace accident or occupational illness.

To delve deeper into the mechanisms for paying parafiscal contributions, consult our analysis on how to pay social security in Colombia.

5. Social benefits and proportional vacation time

Working by the day does not deprive the employee of their social benefits. Every employer must recognize proportional benefits. The base for each concept must be reviewed separately:

• Service bonus (Prima de servicios): One month of salary per year worked (8.33%), payable in two installments (June and December). If you want to review the deadlines and formulas, read our guide on the service bonus in Colombia.
• Severance pay (Cesantías): 8.33% annually, deposited into the severance fund chosen by the worker before February 14th of the following year.
• Interest on severance pay: 12% annually on the value of the severance pay, payable directly in January.
• Vacation: 15 business days paid for every year of service (4.17%), calculated only on the salary base (excluding transportation allowance).

6. Practical checklist for formalizing household employment

Before the person begins working in your home, ensure you complete the following steps to reduce labor errors and establish verifiable agreements:

1. Draft a written employment contract: Specify the exact days of attendance, duties (cleaning, cooking, etc.), schedule, place of service, and payment method.
2. Register for ARL before the first day: Affiliation with the Work Risk Insurance (ARL) must be active before the work begins.
3. Register the employment relationship in the PILA form: Register the relationship according to the daily modality indicated by the UGPP and confirm the procedure with an authorized PILA operator.
4. Keep a record of payment receipts: Have a form or receipt signed each time you deliver the daily or biweekly payment, detailing the salary and transportation allowance.

According to the active listings on Colombia Move (August 2026), the jobs section had 5 active posts against an internal target of 52 offers. This is a sign of the platform's supply, not a measure of the Colombian labor market.

Frequently asked questions

❓ How much is paid to a domestic worker by the day in 2026?

There is no single rate that covers the entire obligation. In 2026, the temporary SMMLV (Minimum Wage) of $1,750,905 is taken as a reference, the transportation allowance of $249,095 is added when applicable, and benefits and contributions are settled as appropriate.

❓ Do I need to have a contract if they only work one or two days a month?

Yes, if there is personal service, remuneration, and subordination, the relationship remains an employment relationship even if it is for a few days. Law 2466 of 2025 requires domestic work to be formalized through a written contract and registered in PILA.

❓ What social security is paid when working by the day?

Each employer contributes to pension, work risks, and family compensation funds by the week, according to the 2026 UGPP table. The person can remain in the subsidized health system or as a beneficiary if they meet the applicable conditions.

❓ Does the 42-hour work week apply to domestic service?

Yes. Since July 15, 2026, the maximum ordinary workday is 42 hours per week and the monthly divisor indicated by the Ministry of Labor is 210; surcharges depend on the actual hours worked.

❓ Can I pay everything "inclusive" in cash?

It is not advisable to mix concepts into a single figure without support. The receipt must distinguish salary, transportation allowance when applicable, benefits, and contributions; keep records and confirm specific cases with a labor professional.

❓ What information should a domestic job vacancy have?

Include the city or neighborhood, days, schedule, tasks, payment, required experience, and contact method. Also, make it clear that it is a formal employment relationship; a precise description saves time on conversations and incorrect expectations.

❓ What happens if the Ministry inspects a household?

Labor inspection in households is subject to special rules. According to Decree 993 of 2026, consent, authorization, or other legal premises intervene; it should not be understood as free and unrestricted entry to the home.