SENA apprenticeship contract for companies: quota, costs, and how to find apprentices

When a company grows from 14 to 15 employees, the apprenticeship quota is no longer a topic to look at later. In a payroll meeting in Medellín, that single change can spark three questions at once: how many apprentices correspond, how much does it cost to hire them, and how is everything reported to SENA.

Short answer: private companies with 15 or more employees, except those in the construction sector, must comply with the regulated quota by hiring apprentices or through the monetization provided by law. My recommendation is not to decide based only on a spreadsheet: a well-placed apprentice can solve real work, while one hired without a mentor or plan ends up being a burden for both parties. If you want to see real options right now, you can see available jobs on Colombia Move — posting is completely free.

Is your company required to meet the SENA quota?

The official rule covers private companies with 15 or more employees, other than the construction sector, as well as state-owned industrial and commercial public companies. SENA sets the quota via an administrative act; therefore, the internal calculation is useful for anticipation, but it does not replace the resolution corresponding to your company.

The formula is one apprentice for every 20 employees and one additional one when the remaining fraction is equal to or greater than 10. A company with 15 to 20 employees must hire one apprentice. As the workforce grows, it is advisable to review the matrix with the regional inspector because personnel movements, branches, and trades can affect the regulation.

There is another limit that often confuses Human Resources: university interns can only cover up to 25% of the total fixed quota. The rest must be handled with technical or technological level apprentices from SENA or authorized institutions. You wouldn't want to fill the entire need with university resumes only to discover too late that the composition does not comply.

Costs in 2026: hiring an apprentice or monetizing

Monetization is a legal alternative, not a fine. Following Law 2466 of 2025, it is equivalent to 1.5 monthly minimum wages for every apprentice not hired. With the 2026 minimum wage of $1,750,905 COP, that is approximately $2,626,358 COP per month per slot. SENA clarified in June 2026 that those funds have a specific purpose, including financing for the Fondo Emprender and closing skills gaps.

When hiring, during the academic stage the minimum support is 75% of the minimum wage, about $1,313,179 COP, plus EPS and ARL. In the productive stage it is 100% of the minimum wage, $1,750,905 COP, with EPS, ARL, pension, and transportation allowance where applicable. These are base figures: payroll must also budget for the tutor's management, equipment, licenses, and training time.

In terms of pure disbursement, hiring is usually cheaper than monetizing. But that comparison becomes misleading if the area does not have training tasks, an available tutor, or secure access to tools. Honestly, I would monetize a slot rather than bringing in a person just to leave them running errands without learning. If there is a concrete project —automating reports, documenting processes, supporting campaigns, or controlling inventory— hiring can provide value and cultivate a future hire.

Step by step to manage the quota in the SGVA

The business route is managed in the Virtual Apprentice Management System (SGVA). There, mandatory and voluntary companies are registered, the staff matrix is uploaded, the quota resolution is consulted, profiles are requested, and contracts are registered. The availability of apprentices changes by program and region, so do not promise a start date until you have a candidate and a mutual agreement.

If the workforce has changed or the resolution does not match your situation, consult SENA before improvising. This guide helps organize the decision, but the applicable detail depends on the administrative act and the labor reality of each company; validate doubtful cases with your labor lawyer or accountant.

How to get apprentices for technology, marketing, and operations

A weak call says "SENA apprentice needed urgently." A good one explains the compatible program, required stage, training functions, schedule, modality, city, tutor, tools, and estimated date. It also tells what the person will learn. Watch out for leaving everything to WhatsApp: I would skip an offer that only lists chores and asks for senior employee experience.

Start by requesting profiles in the SGVA and expand the reach in channels where talent can find the opportunity. Our guide to publishing free job offers in Colombia helps draft and distribute the vacancy. If the role is remote or hybrid, also check the rules for publishing a telework offer before copying a generic template.

There is a concrete opportunity: according to active ads on Colombia Move as of August 1, 2026, the job section had only 1 active ad, while technology, marketing, education, and operations registered 0 each. You can check the jobs section and publish a clear call to fill that void; the data describes available supply, it does not guarantee candidates or response times.

The decision I would take to the committee

I would present three scenarios: full monetization, full hiring, and a combination by slots. For each one, I would put the monthly cost, available tutor, training project, operational risk, and possibility of future hiring. That matrix avoids choosing the cheapest on paper and the most expensive in execution.

National data also shows that the mechanism is active: SENA reported 260,351 apprenticeship contracts signed as of June 2026, about 70% of its annual goal. Even so, quantity does not replace quality. A company wins when it turns the quota into a talent path, with objectives, follow-up, and an honest vacancy.

Frequently asked questions

❓ From how many workers is the SENA apprentice quota mandatory?

From 15 workers. The general obligation applies to private companies with 15 or more employees, except for those in the construction sector, and to public industrial and commercial state companies, according to the official framework consulted on August 1, 2026.

❓ How is the number of apprentices a company must have calculated?

It is calculated as one for every 20 workers and one additional for a fraction equal to or greater than 10. Between 15 and 20 workers, one apprentice corresponds; always confirm the result in the quota resolution issued by SENA.

❓ How much does the monetization of the SENA quota cost in 2026?

It costs 1.5 SMMLV per unfilled slot per month. With the 2026 SMMLV at $1,750,905 COP, it is equivalent to about $2,626,358 COP monthly. It is a legal alternative with a specific purpose, not a fine.

❓ What support and social security does an apprentice receive?

During the academic stage, they receive at least 75% of the SMMLV, plus EPS and ARL. During the productive stage, they receive 100% of the SMMLV and comprehensive coverage via PILA: EPS, ARL, pension, and transportation allowance when applicable, in accordance with the rules verified for 2026.

❓ What percentage of the quota can be covered by university interns?

Up to 25% of the total regulated quota. The rest must be covered with technical or technological apprentices from SENA or authorized institutions; check the composition before closing university agreements.

❓ Where do I regularize the quota if I did not hire apprentices or monetize?

Regularize the case directly with SENA. The company is exposed to non-compliance with the regulated quota; do not assume amounts or procedures without reviewing the current administrative act and seeking labor advice regarding applicable payments, interest, or actions.

❓ Is it safe to post an opportunity outside of the SGVA?

Yes, as an additional dissemination channel, not as a substitute for the SGVA. Post only necessary labor data, identify the company, and avoid asking for sensitive documents in the first contact; the profile application and contract registration continue through the official channel.