How to Post Job Offers in Gastronomy and Hospitality in Colombia

Managing a restaurant, café, or gastrobar in Colombia comes with a daily challenge that is just as exhausting as the cost of supplies: constant staff turnover. It is common to post a notice on social media looking for a cook or a waiter, receive dozens of messages asking for "info?" and, in the end, have the selected candidate not show up on Friday night in the middle of service.

Most hiring problems in the gastronomic sector do not arise from a lack of people willing to work, but from vaguely worded job offers, a lack of clarity regarding shifts, and misinformation about Colombian labor regulations. According to the supply and demand signals analyzed in Colombia Move (September 2026), the hospitality and tourism category presents a critical supply gap with a scarcity score of 64, which means that businesses that post vacancies with clear conditions and direct contact attract the best local talent within hours.

Check how to publish delivery and local food delivery services without commissions and the recommendations for publishing operational vacancies without intermediaries.

Anatomy of a restaurant ad that attracts qualified personnel

The most common mistake in restaurant job offers is writing generic text like "Restaurant staff needed with experience." That type of message attracts the curious and scares away serious workers looking for stability. A professional ad must specify exactly what is expected of the position from the first line.

• Position specialty: Clarify if the kitchen vacancy is for the hot line (grill, sauté), cold station (salads, mise en place), pastry, or bakery. In the dining room, define if you require a protocol waiter, food runner, barista, or bartender.
• Shift definition: Indicate if the schedule includes split shifts, morning opening shifts, or weekend night closing shifts. Clarifying the estimated departure time prevents resignations during the first week of work.
• Location: Indicate the neighborhood. For a kitchen assistant or a steward, knowing if the restaurant is close to their home or if there is accessible transportation when the night shift ends is the deciding factor in applying.
• Remuneration and real benefits: Detail the formal base salary, the legal transport allowance, the payment of night and Sunday surcharges, and whether the shift includes staff meals.

Mandatory health and labor requirements before hiring

Hiring staff in the gastronomic sector requires strict legal compliance. Omitting these obligations exposes the establishment to sanctioning visits from health secretariats and labor lawsuits before the Ministry of Labor.

1. Medical certification and Good Manufacturing Practices (GMP)

According to Resolution 2674 of 2013 of the Ministry of Health and Social Protection, every person who participates directly in the preparation, packaging, storage, transport, or service of food must have a medical certificate of fitness for food handling issued by a health professional. This certificate must be renewed mandatorily at least once a year.

Additionally, the establishment must verify that the worker has certified training in Good Manufacturing Practices (GMP) and maintain a continuous training plan for all operational personnel.

2. Maximum ordinary workday of 42 hours per week

In application of Law 2101 of 2021, as of July 15, 2026, the maximum legal workday in the private sector in Colombia is 42 hours per week. This implies that traditional 48-hour work week shift grids are no longer legal if they are not paid as overtime.

To organize kitchen and dining room staff without unforeseen extra costs, restaurants must structure daily shifts of a maximum of 7 hours over 6-day workweeks with one paid rest day, or agree to flexible schedules agreed upon in writing that respect the 42-hour weekly limit.

3. Legal management of tips under Law 1935 of 2018

The Law 1935 of 2018 establishes that tips are a strictly voluntary recognition from the diner and belong 100% to the workers who make up the service chain. Keep three golden rules in mind for their management:

1. They do not constitute salary: Tips cannot be computed within the base salary to pay the minimum wage, nor do they serve as a basis for calculating social benefits or ARL, EPS, and pension contributions (Article 131 of the Substantive Labor Code).
2. Prohibition of withholding by the business: Administrators or owners cannot keep any percentage of the tips, nor allocate them to replace broken tableware, pay for equipment maintenance, or cover cash register discrepancies.
3. Maximum distribution deadline: The total collection of tips must be distributed among service personnel within a period that cannot exceed one calendar month, according to the internal agreement signed by the team.

Contractual modalities: the mistake of paying informal shifts

One of the biggest risks for a restaurant in Colombia is paying for weekend shifts in cash under an "informal support" scheme or requiring the waiter to sign a service provision contract. The Substantive Labor Code (CST) is clear: when there is personal provision of service, subordination (direct orders and compliance with a schedule), and economic compensation, an employment contract is established in application of the principle of the primacy of reality over form.

If a kitchen assistant or waiter suffers a severe burn or a cut during their shift and is not affiliated with the ARL, EPS, and pension system, the employer is directly responsible with their own assets for medical attention, disability payments, and indemnities.

The probationary period is a separate legal figure (CST art. 78): as a general rule, it is a maximum of two months and must be agreed upon in writing; if the fixed term is less than one year, the trial period cannot exceed one-fifth of that term. The fixed term does not serve to extend the trial.

Candidate filter to reduce absenteeism in the kitchen and dining room

To avoid hiring people who leave the job after a few weeks, implement an agile selection filter before formalizing the employment:

• Short and paid technical test: Instead of endless theoretical interviews, summon the candidate for a 2-3 hour practical test during a quiet production slot. Evaluate their knife skills, speed in mise en place, workstation cleanliness, and communication with the team. This test must always be financially compensated.
• Verification of mobility routes: Confirm how the employee will commute after finishing the closing shift. If the shift ends after the city's night mass transit closes, verify if they have their own vehicle or arrange a subsidy or shared ride to ensure their safe return home.
• Previous stability review: Call at least one reference from their previous employment in the sector. A brief query about their punctuality and stress management under pressure will save you setbacks on the busiest days.

Where to post free gastronomic job offers in Colombia

Traditionally, restaurants resort to corporate job boards that charge high monthly subscriptions, or social media groups where ads get lost among posts without moderation or verified contact data.

On the Colombia Move classifieds platform, owners of restaurants, bakeries, cafes, and catering services can post their operational vacancies directly without paying intermediaries. By specifying the position, legal workday, base salary range, and business location, your ad becomes visible to local candidates. Post in your city. The ad is also indexed in search engines, allowing applicants to contact you directly via WhatsApp to coordinate interviews.

If you also need to buy second-hand industrial kitchen equipment or explore active market profiles, you can consult our general section of job offers in Colombia or check the category of prepared food and gastronomy to identify opportunities in your sector; if the profile is very specific, you can also post a wanted ad to find candidates who do not appear in open applications.

Frequently asked questions

❓ Can I include the cost of estimated tips as part of the salary in the job offer?

No, tips do not constitute salary according to Law 1935 of 2018 and cannot be computed to cover the minimum or agreed-upon ordinary salary. They must be given to the service staff; the base salary of the vacancy is published and paid separately from the tips collected.

❓ What sanitary requirements must a cook or waiter present before starting work?

They must present a medical certificate of fitness for food handling and proof of GMP (BPM). According to Resolution 2674 of 2013, the exam is issued by an occupational health professional, verifies that the food handler is not a carrier of foodborne diseases, and must be renewed annually.

❓ How does the 42-hour workweek affect restaurant shifts?

Since July 15, 2026, the maximum legal workday is 42 hours per week. Law 2101 of 2021 requires restructuring schedules to a maximum of 7 hours per day in 6-day schemes or agreeing to flexible schedules without exceeding the weekly cap. Any time worked above this limit must be settled with the corresponding overtime surcharges.

❓ Is it legal and safe to hire support staff for daily shifts or weekends in cash without social security?

No, paying shifts in cash without enrolling them in health, pension, and ARL (occupational risk insurance) is contrary to Colombian labor legislation. In 2026, that exposes the employer to Ministry of Labor sanctions and lawsuits for accidents; every subordinate worker must be enrolled from the first day.

❓ Who should assume the staff transport for night closing shifts?

The employer pays the current transport allowance. If the shift ends after the night mass transit closes, it is good practice to arrange shared routes or a mobility subsidy to protect the team. This measure reduces nocturnal staff turnover and prevents risks on the way home.

❓ Where can I post restaurant job offers for free and without paying agencies?

You can post your gastronomic vacancies for free on Colombia Move. Detail the job profile, shifts, and current salary range to receive direct applications from local cooks and waiters. The ad allows direct contact via WhatsApp with candidates and does not generate any commission cost.