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Norkent

Last updated: 09/08/2026

Norkent for Colombia

2025 labor reform (Law 2466). The workweek is reduced from 44 to 42 weekly hours as of July 2026.

ISOCO
CurrencyColombian peso (COP)
LanguageSpanish
Weekly hours42 hours (as of 07/15/2026)
Vacation15 working days per year
Weekly rest1 day, preferably Sunday

Working hours and overtime

Maximum weekly hours: 44 hours until 07/14/2026; 42 hours as of 07/15/2026 (art. 161 CST, amended by art. 2 of Law 2101 of 2021). The reduction does not affect wage or benefit compensation.
Maximum daily hours: No specific daily cap was found in the official sources consulted under the CST; the ordinary workday is distributed within the agreed weekly and daytime caps, with special rules for night shifts.
Overtime premium / compensation: 35% night surcharge from 7:00 p.m. to 6:00 a.m. (art. 10, Law 2466 of 2025, in force since 12/25/2025). Progressive Sunday/holiday surcharge: 80% since July 2025, 90% since July 1, 2026, 100% since July 2027 (art. 14, Law 2466 of 2025).
Limit (overtime): Any hour worked above the maximum legal workday (42 weekly hours as of 07/15/2026) is considered supplementary work or overtime.

Breaks and leave

Weekly rest: One paid rest day, in principle Sunday, unless a different day is agreed in writing (art. 25, Law 2466 of 2025, amending the CST).
Vacation days: Fifteen (15) working days of paid rest per year of service (art. 186 CST).
Maternity: 18 weeks (126 calendar days), under Law 1822 of 2017, which amended article 236 of the CST, paid by the EPS to which the worker is affiliated.
Paternity: 2 weeks of paid leave, protected by article 236 of the CST and regulated by Law 2114 of 2021, which extended it from 8 working days to 2 calendar weeks.

Personal data protection

Data protection law: Statutory Law 1581 of 2012, regulated by Decree 1377 of 2013.
Competent authority: Superintendency of Industry and Commerce (SIC), through the Delegature for the Protection of Personal Data.
Geolocation: It is identified as sensitive data within the framework of Law 1581 of 2012. Its processing requires the express and informed authorization of the data subject.
Biometric data: Considered sensitive data; their processing requires prior, express and informed authorization from the data subject, under Law 1581 of 2012.
Workplace monitoring: It must respect the purpose, necessity and proportionality principles of Law 1581 of 2012; the employer must previously inform the worker about the existence and characteristics of the processing.

Digital attendance systems

Digital recording allowed: Yes. Colombian law neither prohibits nor requires a specific attendance-recording method, as long as the employer can evidence working hours, overtime and surcharges before the Ministry of Labor.
QR recording: Yes, allowed, as long as the principles of Law 1581 of 2012 are met.
Mobile device recording: Yes, allowed, with the same requirements as QR (Law 1581 of 2012 on personal data).
Manual recording: Yes, allowed.

Status of Norkent in Colombia

Allowed with conditions
Norkent is generally compatible with the Colombian labor framework, which neither prohibits nor requires a specific attendance-recording method. The tool is especially useful for the employer to evidence working hours, overtime and the progressive surcharges introduced by Law 2466 of 2025 (35% night surcharge and Sunday/holiday surcharge rising to 100% by 2027). Before its implementation in Colombia, a company should consider: 1. Information and authorization: the employer, as data controller, must inform the worker what data it collects (including any clocking geolocation), for what purpose and for how long, and obtain prior, express and informed authorization when applicable (Law 1581 of 2012). 2. Biometric data: since Norkent does not use biometric data, the reinforced barrier of Law 1581 for sensitive data is avoided; if the platform were to incorporate biometrics in the future, express and reinforced authorization would be required. 3. Security of records: the employer must apply technical and administrative measures to prevent alteration or unauthorized access to the information (security principle of Law 1581). 4. Data subject rights: the rights of access, rectification and consultation over the data recorded in Norkent must be enabled. 5. Retention period: keep records for at least 3 years (ordinary labor statute of limitations), a period that serves as a minimum reference for keeping attendance and overtime backups.