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

Hiring domestic help at home—whether for cleaning, cooking, caregiving, or maintenance—requires compliance with current labor regulations 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, the Law 2466 of 2025 reinforced the requirement to formalize paid domestic work, establishing the obligation to have a written contract registered and reported on social security platforms. It is illegal to hire a domestic worker under a fee-based or service provision arrangement when there is subordination, adherence to a schedule, and personal provision of service.

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

2. Calculation of daily salary and transportation allowance in 2026

To determine the payment for one day of work in 2026, we must take as a reference the current official figures consulted on August 20, 2026:

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

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

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

If you need to calculate additional settlements for surcharges or work on holidays, you can consult our guide on calculating overtime and night surcharges in Colombia.

3. The 42-hour work week 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 effective July 15, 2026. This measure applies fully to domestic service.

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

4. Part-time social security: contribution in PILA by weeks

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

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

Regarding health, individuals 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 starting from the first workday 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 acknowledge the proportional benefits. The base for each concept must be reviewed separately:

• Service Bonus: 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 employee 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 paid working days for each year of service (4.17%), calculated solely on the base salary (excluding transportation allowance).

6. Practical checklist for formalizing domestic employment

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

1. Draft the written employment contract: Specify the exact days of attendance, duties (cleaning, cooking, etc.), schedule, place of work, and method of payment.
2. Enroll in ARL before the first day: Enrollment with the Occupational Risk Insurance company must be active before work begins.
3. Register the employment relationship in the PILA portal: Register the relationship according to the daily-work modality indicated by the UGPP and confirm the procedure with an authorized PILA operator.
4. Keep a record of payment receipts: Have them sign a timesheet or receipt every time you deliver payment for the day or fortnight, detailing the salary and transportation allowance.

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

Frequently Asked Questions

❓ How much is a domestic worker paid per day in 2026?

There is no single rate that covers the entire obligation. In 2026, the transitional SMMLV (Minimum Wage) of $1,750,905 is used as a reference; the transportation allowance of $249,095 is added when applicable, and benefits and contributions are settled on a case-by-case basis.

❓ Do I have 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 employment-based even if it is for a few days. Law 2466 of 2025 requires formalizing domestic work through a written contract and registering it in PILA.

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

Each employer contributes to pension, occupational risks, and compensation funds by the week, according to the 2026 UGPP table. The person can remain in subsidized health 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 regular work week is 42 hours and the monthly divisor indicated by the Ministry of Labor is 210; surcharges depend on the hours actually worked.

❓ Can I pay everything “included” in cash?

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

❓ What information should a domestic job vacancy have?

Include city or neighborhood, days, hours, tasks, payment, required experience, and contact method. Also, make it clear that it is a formal employment relationship; a precise description saves time and avoids mismatched expectations.

❓ What happens if the Ministry inspects a home?

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