Reduction of the working day 2025

In compliance with Law 2101 of 2021, as of July 15, 2025, the maximum legal working week will be reduced from 46 to 44 hours. This is a gradual implementation measure that seeks to improve workers' quality of life without affecting their salary or benefits.

Implementation schedule (updated)

How can this reduction be applied in organizations?

Reducing working hours does not mean increasing rest times, meal breaks, or active breaks. The working day must be adjusted by changing the employee's start and/or finish times so that the total time spent working is effectively reduced.

This is in line with the ultimate goal of Law 2101 of 2021, which is to allow workers to have more free time outside the workplace to enjoy with their families, educate themselves, rest, or engage in recreational activities.

Therefore, increasing lunch or break times within the working day does not fulfill the legal obligation. The employer is not exempt from complying with the effective reduction of the working day and must make the actual adjustments to the daily or weekly schedule.

• Modification of working hours (with prior notice to the worker).
• Reform of the Internal Work Regulations.
• Modification of the employment contract (where applicable).

Impact on remuneration and surcharges

Although the reduction in working hours does not imply a decrease in the worker's monthly salary, it does generate an increase in the value of the ordinary hour, since the same salary must be distributed over fewer weekly working hours. This adjustment has a direct effect on the calculation of surcharges for overtime, night work, Sunday work, or holiday work, as all are calculated based on the value of the ordinary hour.

By July 2025, the monthly working hours will be estimated at 230 hours, compared to the current 235 hours.

Calculations based on the SMLMV 2025 ($1,423,500)

What about family day and recreational days?

• Family day: This remains mandatory until the 42-hour work week is fully implemented (July 15, 2026).
• Recreational/cultural/sports days: These must also be granted until that date, adjusted proportionally by agreement between the employee and employer.

Special cases

1. Private security and surveillance companies: They are required to comply with the progressive reduction. Overtime is permitted (maximum 4 hours per day), in accordance with Law 1920 of 2018 and Circular 079 of 2023 of the Ministry of Labor.

2. Domestic service: The working day will be reduced proportionally, from 60 to 52.5 hours per week, in accordance with Constitutional Court Ruling C-507 of 2023.

hat risks do employers face if they do not comply?

Failure to comply with the law may result in penalties from the Ministry of Labor ranging from 1 to 5,000 SMLMV, in accordance with Article 12 of Law 1610 of 2013 and depending on the severity and duration of the violation.

Can the 42-hour workweek be implemented early?

Yes. The law allows employers to voluntarily implement the 42-hour workweek early. In that case, they will be exempt from granting family days and recreational days from the moment of implementation.