Working hours will be reduced starting July 15, 2025: What will happen to wages, Sundays, and lunch breaks?

Law 2101 of 2021 establishes a progressive reduction in the working day in Colombia, from 48 to 42 hours per week without affecting workers' wages or acquired rights.

According to this legislation, starting July 15, 2025, the working week in Colombia will be reduced to 44 hours per week, and then, on July 15, 2026, it will decrease again until reaching the stipulated 42-hour week as the final goal.

With this regulation coming into effect, questions arise about whether the reduction in working hours will affect key aspects such as salary, Sunday bonuses, or lunch breaks. Here's what you need to know.

Law 2101 of 2021 expressly establishes that the reduction of the working day will not affect salary, social benefits, or the value of the regular working hour.

This provision also does not relieve employers of their legal responsibilities toward workers, such as timely payment of social security, recognition of severance pay, granting bonuses, leave, and other benefits enshrined in the regulations.

The main objective of the aforementioned law is to improve the quality of life of Colombian workers by promoting a better work-life balance, without affecting their economic rights.

"The purpose of this law is to gradually reduce the weekly workday, without reducing wages or affecting workers' acquired rights and guarantees," states Article 1 of Law 2101 of 2021.

Article 179 of the Substantive Labor Code establishes how payment should be made for mandatory rest days, such as Sundays and holidays, indicating that these must be remunerated additionally when worked .

It's important to note that, according to the law, "occasional work on a mandatory rest day" is considered when the employee works on one or two of these days during the same calendar month.

However, 'regular work on a mandatory rest day ' is considered when the worker works on three or more of these days during the same calendar month.

This distinction may affect aspects such as surcharges, the need for authorization from the Ministry of Labor, and the right to additional compensation, as established by the Substantive Labor Code.

Likewise, the parties to an employment relationship may agree in writing that the mandatory rest day be other than Sunday . However, if there is no express agreement in the employment contract or in a formal amendment to it, Sunday will be presumed to be the mandatory rest day, in accordance with Article 173 of the Substantive Labor Code.

In an official statement issued by the Ministry of Labor, the agency explained that "lunch break is not part of the workday, and therefore cannot be used to reduce established working hours."

Finally, remember that, according to Article 11 of Law 2101 of 2021, the maximum duration of the ordinary working day is eight (8) hours per day and up to forty-two (42) hours per week , once the gradual implementation of the law is completed.

The article states the following:

“The maximum duration of the ordinary work day is eight (8) hours per day, without prejudice to the provisions of Article 3 of Law 2101 of 2021 on gradual application, and a maximum work day of forty-two (42) hours per week. The maximum weekly work day may be distributed, by mutual agreement between the employer and the employee, from five (5) to six (6) days per week, always guaranteeing the day of rest and without affecting the salary.”

The number of working hours per day can be arranged flexibly. If the agreed schedule includes night shifts, the worker will be entitled to receive the corresponding surcharge for working during that period. However, there are certain exceptions to this rule , which you can find by clicking here .

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