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Employee leave in Colombia
Colombia’s legally mandated maternity and parental leave
Adoption leave in Colombia
Other types of paid time off or leave in Colombia
Public holidays in Colombia
Protect your employees and your business
Paid time off in Colombia
To attract and retain highly skilled professionals in Colombia, you need to understand their rights when it comes to paid time off. This way, you can offer an attractive and competitive compensation package while ensuring compliance with local labour laws and regulations.
In this guide, we will break down the diverse types of leave mandated by the government, as well as other common non-statutory leave you can choose to offer.
Employee leave in Colombia
Employees are entitled to 15 days of paid annual leave after completing a year of service. This is on top of the public holidays declared by the government.
Public holidays in Colombia
There are 18 recognised public holidays in Colombia, which are legally mandated and observed nationwide. It’s important for employers to acknowledge these dates to ensure compliance with local labour laws.
As an employer, you must ensure that all employees are aware of these holiday schedules and their days off. When public holidays fall on a weekend, it may be moved to the following Monday.
Sick leave policy in Colombia
Every employee is allowed to accept to 180 days off for illness that is not work-related. During the employee’s absence due to illness, the employer is responsible for paying sick leave for the first two days. After the second day of sick leave, the employer can request reimbursement from the social security system for the payments made.
The social security system covers 66.67% of the pay, but the employer is still responsible for paying from the third day up to 180 days, and they can get reimbursed by the social security system later. These rules also apply to disability leave.
To get paid for the sick leave, employees should obtain a medical authorisation, a document from the Colombian Social Security Authority, to confirm their inability to work.
Colombia’s legally mandated maternity and parental leave
Maternity leave in Colombia
Female employees in Colombia are entitled to 18 weeks (about 4.5 months) of paid maternity leave. They can take this leave before or after giving birth, but they must take it at least two weeks after the baby is born.
During maternity leave, mothers receive full pay at 100% of their regular salary, funded through the social security system. If a baby is born prematurely or if there are any complications, mothers may be eligible for additional leave.
Employers are not allowed to terminate employees during pregnancy or for a certain time after they return from maternity leave.
Moreover, employers are not allowed to ask female job candidates about their plans for having children or require pregnancy tests, unless it’s necessary for occupational health and safety reasons. Violating this law can result in fines of up to 2,455 tax value units (with the current tax value unit at 36,308 COP), and employers must hire anyone who is required to take a pregnancy test as a condition of employment.
Paternity leave in Colombia
The paternity leave policy in Colombia has been expanded to two weeks from eight (8) days to support new fathers. Under Law 2114 of 2021, a new father can take two weeks of paternity leave.
There is also a provision for shared parental leave, which allows parents by mutual agreement, to transfer the last six weeks of maternity leave to the father. This can either be taken at once or by working half-time during the leave.
These changes aim to provide better support for working families, promote shared responsibilities in childcare, and foster a more equitable environment for gender roles within families.
Parental leave in Colombia
At the moment, Colombia has only shared parental leave. Through Law No. 2114, it expanded paternity leave and added paid shared parental leave to support new and adoptive parents.
Maternity leave has also been expanded from three (3) months to 18 weeks, of which the last six weeks can be shared with the partner or spouse. The first 12 weeks must be taken by the mother and cannot be transferred.
During this leave, parents typically receive about 100% of their salary, paid by the employer. The shared parental leave can be taken all at once or split into different time periods. Parents can also arrange with their employers to work part-time during their leave.
Mothers can request flexible parental leave starting from the 13th week of their maternity leave, while fathers can apply for it from the second week of their paternity leave. If parents choose to work part-time, they will have a longer period to use their parental leave.
In addition, parents receive protection from job termination during their entire leave period.
Adoption leave in Colombia
Similar to biological parents, adoptive parents in Colombia can receive 18 weeks of paid leave, which can be taken once the adoption is finalised. During the leave, adoptive parents receive their full salary, which is funded through the social security system.
Adoptive parents are also protected from dismissal during the entire leave duration.
Other types of paid time off or leave in Colombia
Generally, there are other types of leave that are enjoyed by employees in Colombia, such as:
Compassionate leave in Colombia
Also referred to as bereavement leave, this allows employees to take time off to cope with the death or serious illness of a family member. Under these circumstances, an employee is entitled up to five days of leave.
Marriage leave in Colombia
In Colombia, employees are entitled to marriage leave up to five (5) days of paid working leave. Typically, it is granted to allow employees to prepare for their marriage and to participate in the celebration without the stress of work obligations.
To benefit from this leave, employees usually need to notify their employers in advance and provide any necessary documentation, such as a marriage certificate.
Sabbatical leave in Colombia
Some organisations in Colombia offer sabbatical leave, which allows employees to take an extended period off for personal development, travel, or further education. This can be an attractive benefit for long-term employees seeking to recharge or pursue new interests.
Additional parental leave in Colombia
Aside from the statutory maternity and paternity leave, some employers offer additional unpaid parental leave to support employees who needed to extend their time off to care for their children.
Educational leave in Colombia
Some companies in Colombia provide educational leave to support employees pursuing further education or professional training. This can be paid or unpaid and is often used to help employees enhance their skills and advance their careers.
Additional sick leave in Colombia
Beyond the statutory sick leave, some employers in Colombia offer additional paid sick leave. This can help employees recover from longer illnesses or surgeries without financial stress.
Leave for volunteer work in Colombia
To encourage social responsibility, some companies provide paid or unpaid leave for employees who wish to engage in volunteer work or community service activities. This fosters a culture of giving back and enhances employee satisfaction.
Public holidays in Colombia
Employers in Colombia are required to provide paid time off to employees on officially recognised national public holidays. In 2026, Colombia observes a total of 18 public holidays, many of which have religious, historical, or cultural significance. Employers should be mindful of these observances and respect employees’ rights to celebrate or commemorate them.
Public holidays in Colombia
1 January (Thursday)
New Year’s Day
12 January (Monday)
Epiphany (moved under puente law).
23 March (Monday)
Saint Joseph’s Day (moved)
2 April (Thursday)
Maundy Thursday.
3 April (Friday)
Good Friday
5 April (Sunday)
Easter Sunday
1 May (Friday)
Labour Day
18 May (Monday)
Ascension Day (moved).
8 June (Monday)
Corpus Christi (moved).
15 June (Monday)
Sacred Heart (moved).
20 July (Monday)
Independence Day.
7 August (Friday)
Battle of Boyacá.
17 August (Monday)
Assumption Day (moved).
12 October (Monday)
Day of the Races.
2 November (Monday)
All Saints’ Day (moved)
16 November (Monday)
Independence of Cartagena (moved)
8 December (Tuesday)
Immaculate Conception.
25 December (Friday)
Christmas Day.
Key compliance notes
Some public holidays have fixed calendar dates, while others vary each year based on the religious calendar. In addition, under Colombia’s “puente” (holiday bridge) system, certain holidays that fall midweek or on weekends are officially moved to the following Monday, creating long weekends.
Employers must account for these shifts for accurate payroll processing and work scheduling. Where an employee is required to work on a public holiday, they are entitled to holiday premium pay, which typically amounts to 175% of the regular salary, in addition to the ordinary daily wage entitlement, in line with Colombian labour law.
Protect your employees and your business
As an employer in Colombia, you need to understand your employees’ rights and entitlements. But keeping up with them can be a lot of work.
When you hire workers with CXC, we’ll ensure your engagements are in line with all local, national and international employment regulations. That way, your workers will get their benefits they’re entitled to, and your business will be protected from risks.
FAQ's
What is paid time off in Colombia?
Paid time off in Colombia refers to any period during which an employee is legally entitled to be absent from work while still receiving salary or the applicable statutory benefit, depending on the type of leave. Colombian labour law sets out several categories of paid leave, each with its own rules, duration, and funding mechanism.
The main types of paid time off in Colombia are:
- Annual vacation leave. 15 paid working days per year of continuous service.
- Sick leave. Up to 180 days, with the first two days generally paid by the employer and subsequent payments made in accordance with the applicable social security rules.
- Maternity leave. 18 weeks of fully paid leave, funded through the General Social Security Health System, subject to the applicable legal requirements.
- Paternity leave. The statutory period of paid paternity leave established under Colombian law. Employers should verify the current entitlement, as legislative reforms may modify its duration.
- Shared parental leave. Up to six weeks of the maternity leave period that can be transferred to the father by mutual agreement.
- Compassionate leave. Up to five paid days for the death or serious illness of a close family member.
- Marriage leave. Colombian labour law does not establish a general statutory entitlement to paid marriage leave. Any such leave arises from an employer’s internal policies, collective bargaining agreements, or individual employment contracts.
- Public holidays. 18 paid days in 2026, observed nationwide.
Beyond these statutory entitlements, some employers in Colombia offer additional non-statutory paid time off such as extra sick days, educational leave, or volunteer leave. These are not required by law but are used by companies looking to build a more competitive benefits package.
Understanding the full scope of paid time off in Colombia is important for any international company hiring locally. Getting the calculations wrong, particularly for vacation accrual, sick leave reimbursements, or maternity leave funding, can result in payroll errors, employee disputes, and fines from the Ministry of Labour.
What leave are employees entitled to by law in Colombia?
Colombia’s leave policy gives employees a clearly defined set of statutory entitlements under the Código Sustantivo del Trabajo and subsequent legislation. Here is a full breakdown of what the law requires.
Annual vacation leave in Colombia
Employees are entitled to 15 paid working days of vacation per year of continuous service. This accrues from the first day of employment and can be taken after completing one full year of service.
Sick leave in Colombia
Employees can take sick leave in accordance with the medical incapacity certified under Colombian law. The employer pays the first two days subject to the applicable legal rules, after which payments are generally covered by the EPS in accordance with the social security system and reimbursement procedures.
Maternity leave in Colombia
Female employees in Colombia are entitled to 18 weeks of paid maternity leave under current legislation. Employers should monitor any future legislative amendments affecting this entitlement.
Paternity leave in Colombia
Under Law 2114 of 2021, fathers in Colombia are entitled to two weeks of paid paternity leave. This applies to both biological and adoptive fathers.
Shared parental leave in Colombia
By mutual agreement, parents in Colombia can transfer the last six weeks of the maternity leave period to the father. This can be taken consecutively or as a part-time arrangement where both parents work half-time during the leave period.
Adoption leave in Colombia
Adoptive parents receive the same 18-week entitlement as biological parents. Leave begins once the adoption is finalised, and the full salary is funded through social security.
Compassionate leave in Colombia
In Colombia, employees are entitled to up to five paid days off for the death or serious illness of a close family member.
Marriage leave in Colombia
Colombian labour law does not provide a statutory entitlement to paid marriage leave. Any marriage leave is granted voluntarily by the employer or under collective bargaining agreements or internal policies.
Public holidays in Colombia
Colombia observes 18 public holidays in 2026. All employees are entitled to paid leave on these days. If an employee works on a public holiday, they must be compensated at 175% of their regular daily rate.
How many vacation days are employees entitled to in Colombia?
Employees in Colombia are entitled to 15 paid working days of vacation per year of continuous service. This entitlement is set by the Código Sustantivo del Trabajo and applies to all employees regardless of contract type – indefinite, fixed-term, or project-based.
Here are some factors you need to keep in mind
Accrual
In Colombia, vacation days begin accruing from the employee’s first day of work. The full 15-day entitlement is earned after completing 12 consecutive months of service with the same employer.
When leave can be taken?
Employees can request vacation after completing one year of service. In practice, employers and employees often agree on when leave is taken, and it can be split into separate periods by mutual agreement. However, at least six consecutive days must be taken as a block – the remaining nine days can be taken separately.
Accumulation
Vacation days can be accumulated for up to four years. After that point, the employer is required to ensure the employee takes their leave. Allowing vacation to accumulate indefinitely creates a financial liability for the employer, as unused days must be paid out on termination.
Vacation pay
During vacation, employees receive their regular salary. The vacation pay calculation is based on the employee’s ordinary salary at the time the leave is taken.
Vacation days are separate from public holidays
The 15 vacation days do not include Colombia’s 18 public holidays. Employees receive both entitlements independently.
For international companies managing teams in Colombia, tracking vacation accrual accurately is important. Errors in vacation calculations can result in back-pay claims that are calculated from the start of the employment relationship.
How is sick leave paid in Colombia?
Colombia’s sick leave policy splits the financial responsibility between the employer and the social security system, depending on how long the employee is absent.
Days 1 and 2. Paid by the employer
For the first two days of sick leave, the employer is responsible for paying the employee’s full salary. There is no reimbursement from social security for these initial days.
From day 3 onwards
Payments are generally made through the EPS in accordance with Colombian social security legislation. The reimbursement process depends on compliance with the applicable contribution and certification requirements.
After 180 days
If an employee remains unable to work after 180 days, responsibility may pass to the pension system or other competent social security authority depending on the employee’s medical assessment and applicable legislation.
Documentation required
To qualify for sick leave payments, the employee must obtain a medical certificate (incapacidad médica) issued by a registered doctor or through the EPS. This document confirms the employee’s inability to work and is required before the social security reimbursement process can begin.
Sick leave and work-related injuries in Colombia
The rules above apply to illness that is not related to work. If the employee’s absence is caused by a workplace injury or occupational disease, the ARL (workplace risk insurer) covers the costs rather than the EPS. The ARL pays 100% of the employee’s salary from day one of the absence.
Termination during sick leave in Colombia
Employees on sick leave may benefit from reinforced employment stability (“estabilidad laboral reforzada”) in certain circumstances. Employers should carefully assess whether prior authorisation from the Ministry of Labour is required before terminating employment, as the applicable legal requirements depend on the specific facts of each case. The statement that dismissal is always prohibited without prior authorisation is too absolute and should be qualified.
What maternity and paternity leave are employees entitled to in Colombia?
Colombia’s maternity leave and paternity leave entitlements are set by law and have been updated in recent years to better support working families.
Maternity leave in Colombia
Female employees in Colombia are entitled to 18 weeks (approximately 4.5 months) of paid maternity leave. This applies to both biological and adoptive mothers. The 18 weeks can be taken before or after the birth, but at least two weeks must be taken after the baby is born.
The first 12 weeks of maternity leave are exclusively for the mother and cannot be transferred to the partner under any circumstances. The last six weeks can be shared with the father by mutual agreement (see shared parental leave below).
If the baby is born prematurely or there are medical complications, the mother may be entitled to additional leave. The extra weeks are added to the standard 18-week entitlement.
Paternity leave in Colombia
Fathers in Colombia are entitled to two weeks of paid paternity leave. This was expanded from the previous entitlement of eight days. Paternity leave applies to both biological and adoptive fathers and must be taken within the period around the birth or adoption.
Shared parental leave in Colombia
By mutual written agreement, parents can transfer the last six weeks of the mother’s 18-week maternity leave to the father. This shared leave can be taken in one block or split between both parents working part-time during the leave period. Mothers can request flexible parental leave from the 13th week of their leave, and fathers can apply for flexible arrangements from the second week of their paternity leave.
Protection from dismissal in Colombia
Pregnant employees benefit from special employment protection under Colombian labour law. Termination during pregnancy or maternity leave may require prior authorisation from the Ministry of Labour in certain circumstances and employers should obtain local legal advice before proceeding.
The statement that the same protection automatically applies to fathers during paternity leave should be qualified, as the scope of protection differs and depends on the applicable legal provisions and case law.
How much is maternity leave paid in Colombia?
Maternity leave in Colombia is paid at 100% of the employee’s regular salary for the full 18-week period. There is no reduction in pay during the leave.
The cost of maternity leave in Colombia is not borne by the employer directly. It is funded through the social security system, particularly through the EPS (Entidad Promotora de Salud – health insurer) to which both the employer and employee contribute monthly. The employer processes the payroll as normal and then claims reimbursement from the EPS.
For the reimbursement to be processed, the employee must have been enrolled in the health system and contributions must have been paid without gaps. If contributions have been missed or paid late, the EPS may reduce or deny the reimbursement, leaving the employer to cover the cost.
Key conditions for full payment:
- The employee must be actively enrolled in the EPS at the time of the leave.
- Contributions must be up to date.
- A medical certificate confirming the pregnancy and expected delivery date must be submitted.
- The employer must process payroll normally and apply for reimbursement through the EPS.
Premature birth or complications
If the baby is born before the expected date, the mother is still entitled to the full 18 weeks from the date of birth. Any weeks of leave taken before the birth are added on top, which means the total leave period can exceed 18 weeks in cases of early delivery.
Adoptive mothers
Adoptive mothers receive the same 18-week paid entitlement, funded through the same EPS reimbursement mechanism. Leave begins once the adoption is legally finalised.
What types of special leave exist in Colombia?
Beyond the standard vacation, sick, and maternity leave, Colombia’s leave policy includes several additional types of paid and unpaid leave that employers need to be aware of.
Compassionate leave (licencia de luto)
Employees in Colombia are entitled to five paid working days of bereavement leave following the death of a close family member. This covers spouses, permanent partners, parents, children, and siblings grandparents, grandchildren, parents-in-law, children-in-law, and other family members covered by Colombian labour legislation. The employee must provide reasonable supporting documentation, such as a death certificate, to qualify for the leave.
Marriage leave
In Colombia, employees are entitled to five paid working days when they get married. The leave is intended to cover preparation and celebration. Employers typically require advance notice and a copy of the marriage certificate after the event.
Civic and electoral leave
Employees have the right to take time off to vote in elections or perform civic duties required by law. This leave is paid and the employee cannot be penalised for exercising this right.
Calamity leave
Some collective bargaining agreements and company policies in Colombia include calamity leave, which covers serious unexpected personal events such as a house fire, flood, or serious injury to a family member. The terms vary depending on the employer’s internal policy or applicable collective agreement.
Educational leave
Some employers in Colombia offer paid or unpaid leave for employees undertaking further education or professional training. This is not mandated by law but is offered as a benefit by companies looking to invest in their workforce.
Sabbatical leave
A small number of organisations, typically larger multinationals or professional services firms, offer sabbatical leave to long-serving employees. This is not a statutory entitlement, and the terms are set entirely by the employer.
Leave for union activities
Employees who are union representatives are entitled to paid leave to carry out union duties. The number of days and conditions are governed by the applicable collective bargaining agreement and the Labour Code.
Additional unpaid parental leave
Some employers offer unpaid parental leave beyond the statutory maternity and paternity entitlements. This allows parents to extend their time at home with a new child without the risk of losing their job, though the employer is not required to pay during this additional period.
Are public holidays paid in Colombia?
Yes. All 18 public holidays in Colombia are paid days off for employees. Employers are legally required to give employees the day off on each public holiday and to pay them their regular daily salary for that day.
2026 public holidays in Colombia
Date | Holiday |
1 January | New Year’s Day |
12 January | Epiphany (moved to Monday) |
23 March | Saint Joseph’s Day (moved to Monday) |
2 April | Maundy Thursday |
3 April | Good Friday |
1 May | Labour Day |
18 May | Ascension Day (moved to Monday) |
8 June | Corpus Christi (moved to Monday) |
15 June | Sacred Heart (moved to Monday) |
20 July | Independence Day |
7 August | Battle of Boyacá |
17 August | Assumption Day (moved to Monday) |
12 October | Day of the Races (moved to Monday) |
2 November | All Saints’ Day (moved to Monday) |
16 November | Independence of Cartagena (moved to Monday) |
8 December | Immaculate Conception |
25 December | Christmas Day |
The puente (bridge) system
Colombia uses a “puente” system where certain public holidays that fall midweek or on weekends are moved to the following Monday. This creates long weekends and affects payroll scheduling and work rosters. Employers in Colombia need to track these shifts each year to ensure accurate payroll processing and correct scheduling.
Working on a public holiday
If an employee is required to work on a public holiday, they must be compensated at 175% of their regular daily rate, in addition to their ordinary wage for that day. This applies across all industries and contract types.
Impact on payroll
Public holidays that fall within a payroll period must be accounted for correctly. The employee receives their full daily pay for the holiday regardless of whether they work. For companies outsourcing payroll in Colombia, a reliable provider will automatically account for public holiday dates and adjust calculations accordingly.
How do employers manage employee leave requests in Colombia?
Managing leave requests in Colombia requires a clear internal process that respects employees’ statutory entitlements while giving the business enough notice to plan around absences. Here is a practical breakdown of how to handle each leave type correctly.
Set out the rules in writing from the start
The employment contract should reference the employee’s leave entitlements. For companies with more than five permanent staff in commercial businesses, Colombian law requires a formal internal work regulation (Reglamento Interno de Trabajo). This document should cover how leave is requested, how far in advance notice must be given, the approval process, and how leave records are maintained. Having this in place protects both the employer and the employee if a dispute arises.
Agree on timing in advance
Employees are entitled to 15 vacation days per year, but the timing is generally agreed between employer and employee. Employers can defer a vacation request if the absence would seriously disrupt operations, but they cannot block leave indefinitely.
Vacation days can accumulate for up to two years in most cases, although longer accumulation periods apply to certain categories of employees under Colombian labour law. The statement that vacation can generally accumulate for four years is inaccurate and should be corrected.
Sick leave: Require documentation before processing
When an employee is absent due to illness, they must provide a medical certificate (incapacidad médica) from a registered doctor or EPS-affiliated clinic. Without this document, the employer may not be able to process statutory sick leave payments or obtain reimbursement from the relevant social security entity.
Employers should set a clear internal policy on how quickly the certificate must be submitted, typically within the first few days of absence.
Maternity leave – plan ahead with the employee
For maternity leave in Colombia, employees should notify the employer as early as reasonably possible and provide a medical certificate confirming the pregnancy and expected delivery date. This gives the employer time to plan cover and begin the EPS reimbursement process. The employer continues to pay the employee’s full salary during the 18-week leave period and claims reimbursement from the EPS, so ensuring contributions are up to date before the leave begins is critical.
Paternity leave. Process the documentation promptly
For paternity leave, the employee in Colombia must notify the employer of the birth and provide the birth certificate or adoption order to access the two-week entitlement under the local labour law. The leave is also funded through social security, so the same contribution requirements apply.
Special leave. Verify and document each case
For compassionate leave, marriage leave, and other special leave types, employers should require supporting documentation such as a death certificate for bereavement leave or a marriage certificate for marriage leave. Keep copies on file as part of the employee’s personnel record.
Keep accurate leave records for every employee
Employers must maintain records of all leave taken, including dates, leave type, documentation received, and any reimbursement claims submitted to social security. These records must be available for inspection by the Ministry of Labour. Gaps or inaccuracies in leave records are one of the most common issues identified during labour audits in Colombia.
Use a reliable system to track accruals
For companies managing teams in Colombia from abroad, tracking vacation accrual, sick leave days, and mandatory benefits accruals manually can cause costly mistakes. A payroll provider or EOR with a dedicated HR system reduces the risk of miscalculation and ensures leave balances are accurately reflected in each payroll cycle.
How does CXC handle complex leave entitlements in Colombia?
Colombia’s leave policy involves multiple entitlement types, each with its own calculation rules, documentation requirements, funding mechanisms, and legal deadlines. For international companies managing employees remotely, getting all of this right without local expertise is genuinely difficult.
Here’s how CXC handles it.
We know the leave rules in detail, and when they change
Colombia’s leave entitlements have been updated several times in recent years. Law 2114 of 2021 expanded paternity leave from eight days to two weeks and introduced shared parental leave. Maternity leave was extended from 14 to 18 weeks. These changes affect payroll calculations, EPS reimbursement claims, and employment contract terms. CXC tracks legislative updates and applies them to every employee engagement without you having to monitor government announcements yourself.
Maternity leave funded correctly through the EPS
Maternity leave in Colombia is paid at 100% of salary and reimbursed through the employee’s health insurer (EPS). The reimbursement only applies if social security contributions have been paid on time and without gaps. CXC ensures PILA contributions are submitted on schedule every month, which protects your right to full reimbursement during any employee’s maternity leave. We also manage the reimbursement claim process directly with the EPS on your behalf.
Sick leave managed from day one
For sick leave in Colombia, CXC processes sick leave payments correctly from the start, collects the required medical certificates (incapacidades médicas), and manages the reimbursement claim with the EPS. This means you are never left covering costs that should be recovered from social security.
Vacation days tracked and accrued accurately
CXC tracks each employee’s vacation accrual from their start date and ensures leave balances are reflected correctly in every payroll cycle. When an employee leaves, the outstanding vacation balance is calculated and included in the final settlement, which reduces the risk of underpayment claims.
Special leave documented and processed properly
Compassionate leave, marriage leave, civic leave, and other special leave types each require specific documentation before they can be processed. CXC manages the documentation requirements for each leave type and ensures the correct leave category is applied in payroll
Protection from dismissal rules applied correctly
Colombian law prohibits employers from dismissing pregnant employees, employees on maternity leave, or employees on paternity leave without prior authorisation from the Ministry of Labour. CXC flags these protections at the point of engagement and advises on the correct process if a termination needs to happen during a protected period.
Leave management as part of a full EOR service
When CXC acts as your employer of record (EOR) in Colombia, leave management is handled as part of the service.
Leave, payroll, benefits, and employment administration are managed together, so you do not have to deal with separate providers or processes. Leave is recorded correctly, payroll stays accurate, and employees receive the entitlements they are entitled to under Colombian law.
Support for global teams
If you have employees in more than one country, CXC can support your workforce across more than 100 countries.That means you can manage payroll, benefits, leave, and employment compliance through a single provider, while meeting local requirements in each market.
Compliantly hire employees anywhere with CXC
With our EoR solution, you can engage workers anywhere in the world, without putting your business at risk. No more worrying about local labour laws, tax legislation or payroll customs — we’ve got you covered.
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