Employers are facing a profound change in the rules of the labor game. The reduction of the weekly working hours, which will go to 44 hours starting July 15, 2025, and then continue to decrease until reaching 42, seems on paper to be a positive measure: working less without earning less. But the truth is that, in practice, each hour is now worth more.
The intention is good, as it seeks to improve the quality of life, provide a better balance between personal and professional life, and even increase productivity. But the implementation of this change, as usual, is not simple. For companies, it means reorganizing shifts, restructuring schedules, reviewing surcharges, and adapting to new conditions that do not always come with sufficient clarity or preparation.
Added to this is the recent labor reform (Law 2466 of 2025), which changed many other pieces of the system: now the indefinite contract is the norm, temporary contracts are restricted, the night shift starts earlier (6:00 PM), the surcharge for working on Sundays or holidays rises to 100%, and the prior authorization from the Ministry for overtime disappears, but with more traceability requirements.
The impact is not minor. These changes raise labor costs, especially in sectors where payroll represents a significant part of expenses. And if we add new leaves, additional protections for digital platform workers, and higher severance payments for unjustified dismissal, it is clear that companies must prepare well if they want to comply without jeopardizing their operations.
The challenge is greater for small and medium-sized enterprises, which have less room to maneuver. In their case, adapting can be the difference between moving forward or losing competitiveness. But there are also opportunities. This new scenario can be an incentive to modernize processes, invest in technology, better train the team, and thoroughly review internal regulations.
It is true that Colombia is not the only country that has decided to move towards a different labor model. However, while in other latitudes these reforms come with tax incentives, here the responsibility falls almost entirely on the private sector. Complying with the law becomes not only more demanding but also more costly.
In this context, business strategy plays a key role. Compliance cannot be seen only as an obligation to avoid sanctions, but as an opportunity to strengthen organizational culture, attract talent, and gain reputation. Companies that thoroughly understand these new rules and prepare to apply them intelligently will be better positioned for what is to come.
As of July 2025, the Colombian labor environment will be different. The rules change and the impact for companies is clear: fewer hours, more conditions, more costs. The question is not whether it is fair or unfair. The real question is whether we are ready to face this new reality.