Payroll taxes in Colombia that are of key importance to employers include income tax withholding, social security contributions, and parafiscal charges. Learn more about the processes for setting up payroll, calculating taxes, submitting payments compliantly, and adhering to due dates in Colombia.
Capital City
Bogota
Currency
Colombian Peso
(
$
)
Timezone
CST
(
GMT -5
)
Payroll
Bi-Weekly/Monthly
Employment Cost
0% - 39%
In Colombia, employers must comply with various payroll and employment tax obligations, including social security contributions, income tax withholding, and parafiscal levies. For both small businesses and larger enterprises, staying compliant with these obligations is critical to avoid penalties and maintain good employee relations. Payroll taxes can vary depending on income levels, risk classifications, and location, making it important for employers to understand their responsibilities thoroughly.
This guide provides a detailed overview of the calculations, due dates, and compliance steps necessary to manage payroll successfully in Colombia.
1 January - 31 December is the 12-month accounting period that businesses in Colombia use for financial and tax reporting purposes.
The payroll cycle in Colombia is usually monthly, with employees being paid by the last working day of the month.
In Colombia, employees are legally entitled to a 13th-month salary.
Payroll in Colombia involves calculating gross salary, applying mandatory deductions for health, pension, and taxes, and adding employer contributions. Additional components such as annual leave provisions and severance funds also need to be factored into payroll costs. The process includes time tracking, salary calculation, tax withholdings, and generating compliant payslips for each pay period.
Employers in Colombia are responsible for several categories of payroll taxes, each with distinct rates and compliance rules:
Employers contribute 8.5% of an employee's salary towards health insurance, applicable only to those earning more than 10 times the minimum wage. Employees contribute 4%. These payments are processed through the PILA system and must be submitted monthly to avoid penalties.
Employers contribute 12% and employees 4% to pension funds. For high earners, an additional 1–2% may be allocated to the Solidarity Pension Fund. The base contribution is capped and paid monthly via the PILA system.
For employees earning above 10x the minimum wage, employers must contribute 9% of salary to parafiscal funds, which include SENA (2%), ICBF (3%), and Family Compensation Fund (4%). These are also processed monthly through the PILA platform.
Businesses must register with DIAN for tax withholding, enroll with health (EPS), pension (AFP), and risk insurance (ARL) providers, and also register with parafiscal entities. Acquiring a NIT (Tax ID) and establishing corporate bank accounts is also required.
Companies can manage payroll in-house, use specialized software, or work with outsourced providers. Options include:
These tools help streamline calculations, submissions, and compliance documentation.
Employers must collect ID and banking information, enroll employees in selected EPS and AFP systems, classify risk levels, and define salary structure. Proper onboarding ensures accurate payroll processing and compliance from the outset.
Accurate tracking of work hours, leave, and absences is essential. Timesheet records must be verified before payroll processing to prevent errors and disputes.
Gross pay is calculated, then deductions for health, pension, and income tax are applied. Employer contributions and parafiscal charges are added. Contributions are subject to salary thresholds and caps.
Employers must generate monthly payslips detailing gross salary, deductions, and net pay. Payslips must be archived for a minimum of 20 years for regulatory compliance.
Employers must submit electronic payroll support documents to DIAN within 10 days post-payroll and remit contributions via PILA by month-end. Timely submissions help avoid penalties.
Net salaries are typically paid via bank transfer either monthly or bi-monthly. Employers must also remit tax withholdings and social contributions to the appropriate government bodies on time.
Understanding the tax obligations for both employers and employees is crucial when operating in Colombia's business landscape. This section explains how taxes and statutory fees affect payroll and individual earnings in Colombia.
Employer payroll contributions are generally estimated at an additional 0% - 39% on top of the employee salary in Colombia.
In Colombia, the typical estimation for employee payroll contributions cost is around 9%-10%.
In Colombia, employee income is taxed in "units". One tax unit is equal to 49,799 COP.
Colombian workers and their employers are required to make regular contributions to the pension system. These contributions are deducted from employees' salaries and matched by their employers. The pension benefits in Colombia are calculated based on the average salary and the number of weeks or months of contributions. The formula takes into account the individual's average earnings over their career and the number of weeks or months contributed. The more one contributes and the higher their average salary, the larger their pension benefits will be.
Global employers operating in Colombia often encounter unique payroll challenges that can affect compliance and efficiency, like navigating evolving tax laws and managing employee data. With a need for real-time accuracy, modern organizations must develop strategies to overcome these challenges effectively. Below, we explore some of the most common payroll hurdles and provide actionable solutions to streamline payroll processes in Colombia.
Maintaining accurate global payroll reports is often challenging due to currency exchange complexities, data integration issues, and the need to keep employee information up-to-date – including tax information, hours worked, leave balances, and any changes in salary or job status. Generating accurate reports is easy with a comprehensive payroll automation tool that consolidates fragmented data sources, and can keep track of employee payments and deductions.
In Colombia, tax laws and compliance regulations can change frequently, presenting a significant challenge for global employers. Monitoring updates to federal, state, and local tax codes is crucial to avoid non-compliance and costly penalties, but requires significant time and resources. Partnering with local experts or a reputable global HR platform is an effective way to maintain compliance. These services can help employers stay compliant with evolving regulations while freeing up time for more strategic work.
Managing payroll across multiple vendors often leads to fragmented data and inefficiencies, making it difficult to consolidate analytics. These challenges can hinder decision-making, especially when trying to gain a clear view of workforce costs and trends. To address this, organizations can invest in a centralized payroll management system that unifies data from multiple vendors. A consolidated platform simplifies payroll tracking, ensures data accuracy, and provides actionable insights into payroll expenditures.
Global companies are prone to using multiple HR or payroll systems across regions, which can easily lead to fragmented payroll data, increasing the risk of delays and errors in employee compensation. To combat this, seamless integration between payroll and other systems is critical.
Payroll management systems that connect with existing HR and financial platforms can help streamline workflows by reducing manual inputs and ensuring that all departments operate with up-to-date, accurate information. In turn, this helps guarantee on-time, accurate payroll, boosting employee satisfaction.
A global payroll management platform is a software solution designed to streamline and automate the payroll processes for organizations with employees across multiple countries. It helps ensure accurate and timely payment while maintaining compliance with legal and regulatory requirements in Colombia.
Expanding globally is an exciting milestone for any company, but it comes coupled with complex payroll challenges. It doesn’t have to be complicated. At Playroll, our easy-to-implement global payroll management software combines automation with hands-on support to make global payroll truly simple. Here's how Playroll helps:
Disclaimer
THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). Playroll does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect Playroll’s product delivery in any given jurisdiction. Playroll makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.
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Payroll tax calculations in Colombia include gross salary computation, applying social contributions (health, pension), and income tax withholdings. Employers must also add their portion of social and parafiscal contributions before processing payments.
Employers can manage payroll in-house, use payroll software such as Playroll, or outsource to local payroll providers. Each option varies in cost, control, and compliance support.
Key elements are: gross salary, statutory contributions, income withholding, payslip issuance, and electronic submission via DIAN and PILA.
Employer contributions in Colombia range from 21% to 30% of salary, while employee contributions range from 8% to 10%, depending on income level and risk class. Employer contributions include 8.5% for health, 12% for pension, 0.52–6.96% for ARL, and 9% for parafiscal, while employee contributions include 4% for health, 4% for pension, and 1–2% for solidarity.
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