Which Colombian hiring question can we answer for you?
Most questions we get are specific to Colombia. Will a COP 18 million salary cross the 10 SMMLV line where health, SENA and ICBF levies return? Does a COP 3 million hire need the transport allowance and work clothing? Can your preferred candidate, a foreign national, work for a Colombian employer on the visa they hold? Ask us yours, and include the city and pay if you know them.
Answered by a named person
- A cost estimate in pesos built from 2026 rates
- A start date that allows for notice and affiliation
Not taking new enquiries just now
Our Colombia team is at capacity at the moment, so we have paused new enquiries. Please check back soon.
Two topics people raise first
Pick the one closest to your question, or use the form above for anything.
Why employ your Colombian team through EOR Colombia?
You need no Colombian company. We sign as employer and file with DIAN and the UGPP; the hiring decision, the interviews and the daily direction of the work all stay with you.
Suits small teams
One or five employees, the work is the same: contracts, the monthly PILA and DIAN filings, the June and December prima. You can keep a small Colombian team with us for years, or move it into your own SAS once headcount justifies it.
What it costs you
Two parts. The statutory employment cost, which at COP 8,000,000 a month in Bogotá averages about COP 10,735,000 a month once the prima, cesantías and contributions are counted; and our fee, which starts at USD 560 a month for each person. We send both as a yearly figure for your role before you make an offer.
Local detail handled
Withholding under art. 383 with UVT bands, the PILA deadline set by the employer’s NIT, the electronic payroll file DIAN expects within 10 days, cesantías deposited before 15 February, interest on them in January, and the art. 114-1 exemption that removes health, SENA and ICBF levies below 10 SMMLV. Labour reform dates are tracked too: the 90% Sunday surcharge rises to 100% on 1 July 2027.
What to ask us
Costs for a salary you have in mind, probation and contract types, whether a role fits telework rules, visa routes for a foreign hire, leave and sick pay, and what it costs to end a contract with or without just cause.
Same contact over time
The person who answers your first email stays your account manager after the hire, so you never explain your team twice. If you add a second or third employee later, the same person sets them up.
Shaped around each person
Pay and benefits follow the person’s situation. Staff on up to 2 SMMLV receive the transport allowance and dotación; a teleworker under 2 SMMLV gets a connectivity allowance instead of transport; earners above 10 SMMLV can agree a salario integral; foreign hires need reports to Migración Colombia and RUTEC.
Working with us, in practice
- You approve every pay run in the portal before salaries are paid
- Written figures before any change to pay, hours or contract
- Payslips and PILA receipts available whenever you need them
- Contracts drafted in Spanish
An HR team for your Colombian employees
Colombian HR without hiring an HR person
A multi-country help centre can tell you Colombia has a thirteenth-month payment. It takes someone who runs Colombian payroll monthly to explain that the prima is not salary and adds no contributions, yet still raises June and December withholding, then fix the payslip.
Your managers deal with one account manager, and your employees ask that same person about payslips, leave balances, sick certificates and employment letters.
- Questions answered with the article of law
- Employee requests copied to you when pay is affected
Got a candidate already?
They can be on a Colombian payroll with full social security without you registering a company in Colombia.
Send the role, the city and the gross monthly pay. You get the yearly cost in pesos, our monthly fee and the earliest realistic start date, allowing for notice and affiliations.
Get my cost estimate