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Prices for 2026

How is EOR Colombia pricing worked out?

Two numbers set the monthly bill for a Colombian employee. One is what Colombian law makes the employer pay on top of salary: about 16.5% in contributions below 10 SMMLV, plus the prima, cesantías and interest. The other is our fee, from USD 560 per employee. Statutory costs pass through at cost, so only the fee is ours.

Our fee
fromUSD 560per employee

Monthly, quoted in US dollars

  • Spanish contract under the Labour Code, kept up to date
  • Payroll in pesos with art. 383 withholding
  • PILA, DIAN returns and the electronic payroll file
  • A named account manager and portal access
Set per role and scope; a higher salary does not raise it.
Pass-through costs by law
16.522%employer share

under 10 SMMLV, 2026

  • COP
    Gross salaryAt least COP 1,750,905 a month, the 2026 minimum wage
  • COP
    Employer contributionsPension 12%, caja 4%, ARL 0.348% to 8.7% by risk class; health, SENA and ICBF add 13.5% at 10 SMMLV or more
  • COP
    Prestaciones socialesPrima and cesantías, a month’s pay each a year, plus 12% cesantías interest
  • COP
    Costs you sign offLaptop, home-work allowance or travel, if agreed
We add no margin to salary or statutory costs.
One fee per person Fee in US dollars Payroll paid in pesos Every cost line shown before you hire
Fee contents

What the monthly fee buys

The monthly fee covers the whole job of being a Colombian employer, from the first contract to the final settlement. Nothing on the list below is billed as an add-on, whatever the month brings.

Employment contract

An indefinite-term contract in Spanish, with any probation agreed in writing, plus amendments when pay or duties change.

Monthly payroll

Salaries paid in pesos, withholding worked out each run, and payslips that show every deduction line.

Filings with DIAN and the PILA

Contributions on the PILA, the withholding return and the nómina electrónica, every month.

Statutory entitlements

Prima in June and December, cesantías to the fund, interest in January, leave and holidays.

HR advice

Answers on probation, discipline, leave and termination under the Labour Code, before you act.

Benefits set-up

Prepaid health plans or voluntary pension savings, run through payroll with the correct treatment.

One named manager

One person for you and your staff, from offer to exit.

One invoice a month

Payroll costs in pesos as paid, our fee in US dollars, on separate lines.

Pricing questions

Fees and costs, answered

What decides the fee level?+
The role and the scope of service you need. Our quote starts at USD 560 monthly per employee and stays fixed for that role. A role that asks more of us can be quoted above the starting point; either way the fee is agreed in writing before the hire and does not follow the salary.
Does a pay rise change our fee?+
No. The fee is a flat amount per employee, never a percentage of pay, so a raise for your employee changes the payroll cost but not our fee. Salary-linked costs, such as pension contributions or the prima, do rise with pay, because Colombian law sets them as a share of salary.
How much do contributions add in 2026?+
Below 10 SMMLV (COP 17,509,050 a month), 16.522% in total with ARL class I: pension 12%, caja 4% and ARL 0.522%. From 10 SMMLV the employer also pays health 8.5%, SENA 2% and ICBF 3%, for 30.022%. The pension and ARL base stops at 25 SMMLV. Prestaciones add 17.67% more, so at COP 8,000,000 a month the total on-cost is 34.2%.
What do you pass on at cost?+
Gross salary, employer contributions, the prima, cesantías and their interest, the transport allowance for staff on up to 2 SMMLV, dotación, any indemnity on termination, and expenses you approve, such as equipment. Each appears at the amount paid, with no margin added.
Which currency will I pay in?+
Our fee is quoted in US dollars and is never converted into pesos. Salaries and statutory costs are paid in Colombian pesos, as Colombian law requires pay in legal currency, and they appear on the invoice in pesos at the amounts paid.
Can I stop, and with what notice?+
Any minimum term for our service is written into your proposal. The employment itself follows Colombian rules: an employee resigning from an indefinite contract gives 30 days’ notice; a fixed-term contract renews automatically unless notice is given 30 days before it ends; and ending an indefinite contract without just cause costs an indemnity, starting at 30 days’ pay for the first year below 10 SMMLV.