2025 Guide to Hiring Remote Software Engineers in Colombia

Colombia has rapidly emerged as a top destination for nearshore tech talent. Its thriving tech scene, growing workforce, and favorable time zones make it an attractive option for U.S. startups and mid-sized tech companies. This comprehensive guide covers why Colombia is strategic, current salary benchmarks, key employment laws, payroll/benefits/taxes, hiring models (full-time, contractor, EOR), legal and compliance considerations, and common challenges and solutions. By the end, you’ll understand how to hire Colombian developers efficiently, and how CloudDevs can help you do it.

1. Why Colombia Is a Strategic Choice

Hiring developers in Colombia offers multiple advantages over other regions:

• Cost savings: living costs 60% lower than in the U.S (77% lower rent), so developer salaries deliver big savings.
• Talent pool: 63,000+ active developers (2023) and tens of thousands of STEM graduates yearly from top universities.
• Time-zone alignment: UTC 05:00 matches U.S. Eastern/Central—Bogotá’s local time is often just one to two hours different from Eastern Time, so real-time collaboration is easy. (See  CloudDevs’ blog on Latam time zones for more details.)
• Cultural & language fit: strong work ethic, collaborative style, and high English proficiency.
• Tech ecosystem: booming hubs in Bogotá and Medellín, government R&D incentives, free?trade agreements, and tax breaks for tech investments.

In summary, Colombia offers a high-quality, low-cost talent pool in a convenient time zone with a supportive business environment. These factors combine to make Colombia a strategic nearshore hub for U.S. tech companies.

2. Software Engineer Salary Benchmarks (2024–2025)

source: levels.fyi

To make informed hiring decisions, U.S. companies need current salary data. Colombian compensation is typically quoted in Colombian pesos (COP); we provide both local and approximate USD figures for context. A few reliable sources shed light on pay ranges:

• Average software developer:

According to Glassdoor data summarized, the typical Colombian software developer earns about COP 11,000,000 per month, which is roughly $2,900 USD per month. This equates to about $35,000 USD per year. (For comparison, Glassdoor shows mid-level U.S. developers can average over $90k/year.)

• Mid vs Senior:

Market intelligence suggests salaries rise sharply with experience. For example, reports from PayScale indicate junior/mid-level (1–5 years) developers might earn on the order of COP 40–45 million per year (around $10,000 USD/year), whereas seasoned engineers (8–10+ years) may reach COP 70 million+ per year. Meanwhile, a ScrumLaunch industry survey estimates a Senior Software Engineer in Bogotá earns about COP 13,000,000 per month (~$36,000 USD per year). (These figures align: 13M/month ×12 = 156M COP ? $36k.)

• PayScale survey:

A recent PayScale update (Mar 2025) finds the average Colombian software developer salary is around COP 16,000,000 per year. That seems low, suggesting PayScale’s sample may reflect entry-level or a broad mix. However, PayScale shows a wide range: base salaries range from as low as 10M to as high as 97M COP per year, reflecting differences by city, skill, and employer.

source: payscale

• Global comparison:

To put these numbers in perspective, U.S. tech salaries are roughly 3–4 times higher on average. For example, Glassdoor reports a similar role in the U.S. might be ~$7,800 per month (?$94k/year). Thus, hiring in Colombia can cut salary costs by 60–70% while still paying well above local living standards. Combined with the 60% lower cost of living noted above, this means US companies can afford to offer top Colombian talent very competitive local packages (relative to Colombian norms) while saving money vs U.S. salaries.

• Other roles:

While our focus is software engineers, note that related roles follow similar patterns. For instance, Colombian project managers or product managers might earn somewhat more (e.g. Glassdoor shows a Project Manager at ~COP 12M/month). Salaries also vary by city: Bogotá and Medellín (the largest tech centers) tend to be highest, while smaller cities can be 10–20% less. Always adjust offers for experience, specialty, and local market demand.

Overall, current data indicates software developer salaries in Colombia generally range from roughly $10K to $40K USD per year, depending on level. These rates deliver major savings versus U.S. labor costs, enabling leaner budgets or the ability to hire more engineers for the same spend.

3. Colombian Employment Laws for Remote Work

Colombia’s legal framework places Colombian labor law at the center of any remote employment situation, even if the employee works abroad. Key legal points for U.S. companies hiring Colombian engineers:

• Remote work law (Ley 2121/2021):

Colombian Law 2121 of 2021 (and its regulatory decree 555 of 2022) formally defines “trabajo remoto” (remote work) as an alternate mode of executing an employment contract, in which the entire employment relationship is carried out remotely via IT tools. Under this law, going remote must be a voluntary agreement between employer and employee (it cannot be imposed unilaterally). Employers should implement written contracts or addenda specifying the remote-work arrangement. Notably, remote workers gain the same labor rights as in-office employees (wages, benefits, social security, etc.), and principles of non-discrimination apply equally. In short, Law 2121 ensures that remote engineers retain full Colombian legal protections.

• Employment contracts:

Colombian labor law is protective. Employment contracts are typically indefinite-term by default, meaning open-ended unless a lawful exception applies. Fixed-term or project-specific contracts can be used but come with restrictions (for example, consecutive fixed-term hires beyond two years create an implicit indefinite contract). All terms—job title, duties, salary, schedule, and benefits—must be clearly stated (even if the employee never sets foot in Colombia). Under Law 2121, contracts for remote workers may be formed and signed electronically, and the employer and employee agree on working hours (which still cannot exceed Colombia’s legal daily/weekly limits).

• Social security & benefits:

Employers must register remote employees with Colombia’s social security system just like any local hire. This includes mandatory contributions to healthcare (EPS), pension (AFP), occupational risk insurance (ARL), and family compensation funds. The standard contributions (see next section) apply. Workers also enjoy statutory benefits: 15 working days of paid vacation per year, two annual “prima” bonuses (13th-month pay) typically disbursed mid-year and year-end, and severance pay if terminated without cause. All these obligations must be built into the employment relationship from day one.

• Right to disconnect and OHS:

Colombian law explicitly grants remote workers a “right to disconnect”—that is, they are not obligated to respond to work communications outside agreed hours. Employers must honor non-working time. Employers are also responsible for occupational health and safety, even for home offices. This means providing or approving appropriate equipment (e.g. ergonomic desks, monitors) and possibly covering extra connectivity costs (the law allows an optional “connectivity allowance” for utilities if agreed). Employers must include remote workers in their safety policies, and ensure any home workspace meets minimum standards.

• Tax and residency:

From Colombia’s side, Colombian labor law applies to Colombian citizens working remotely for foreign companies. If a remote employee stays in Colombia more than 183 days in a year, they become a Colombian tax resident and must report worldwide income to Colombian tax authorities. (If they are below the threshold, they owe no income tax on low earnings.) U.S. companies do not withhold Colombian income tax themselves, but local “retención en la fuente” rules may apply to certain payments. From the U.S. side, American engineers abroad still have U.S. tax obligations (e.g. filing returns, Social Security taxes) even if working remotely from Colombia. It’s wise for both employer and employee to consult tax experts.

• Visas:

If the developer is a Colombian national living in Colombia, no visa issues arise. If a U.S. company somehow hires a non-Colombian to work physically from Colombia (e.g. if an American programmer moved to Medellín), the foreigner would need the appropriate Colombian work or digital-nomad visa. In practice, most “Colombian remote hires” are Colombian citizens (or permanent residents) working in Colombia, so U.S. firms don’t face Colombian immigration issues. However, if any ambiguity exists, always confirm proper immigration status.

In sum, Colombian labor laws treat remote workers much like on-site employees, with extra rules on voluntary remote arrangements and employee rights. Companies must honor these laws. (Working with an Employer-of-Record service can help ensure full legal compliance – more on this below.)

4. Payroll, Benefits, and Tax Implications

Handling payroll and benefits properly is critical. Here are the main points to consider:

• Employer contributions: In Colombia, employers pay roughly 30% of payroll in mandatory social charges. This includes contributions to healthcare, pension, and risk insurance. For example, the standard rates are: Health (EPS): 8.5% of salary, Pension: 12%, Family Compensation Fund: 4%, and ARL (occupational risk insurance) which ranges from about 0.5% to 8.7% depending on the job’s risk level. (Weighing those, the total often comes to ~30%.) Employees themselves also contribute (typically 4% to pension and 4% to health, withheld from their salary). Overall, expect ~34% of gross salary to be withheld (employee portion) plus ~30% employer portion for social security.
• Taxes and withholding: Colombian personal income tax is progressive. The top marginal rate is 39% for very high income, with a tax-exempt threshold (about COP 40 million/year). In practice, most developer salaries fall in the 0–39% range depending on income. Employers do not withhold U.S. taxes; however, if a U.S. company directly paid a Colombian without local entity, the worker would still owe Colombian taxes. To simplify this, many U.S. companies use an EOR or register a Colombian entity to handle local payroll and tax withholding.

• Payroll frequency & currency: Colombian salaries are normally paid monthly (some companies split payments twice a month). Payroll is done in Colombian pesos. Companies must adhere to legal pay dates. (Unlike in the U.S., Colombia does not have federal biweekly pay requirements.)
• Benefits (compensación): Beyond salary, Colombian law mandates several benefits:
  • Health insurance: The employer must register the worker in a public EPS plan and pay the 8.5% contribution (noted above). The employee pays 4%. Health coverage must be active from day one.
  • Pension: Similar enrollment in the pension system (AFP or public Colpensiones) is mandatory. The 12% employer / 4% employee split applies. A new multi-pillar pension reform starts July 2025, but contributions remain obligatory.
  • Severance (Cesantías): The employer must accrue severance pay equal to one month’s salary per year of service. This is typically deposited into a severance fund account annually. (If the worker is terminated without cause, they are paid this severance, pro?rated.) In practice, expect to provision roughly 8.33% of monthly salary each month for severance.
  • Prima (13th-month bonus): Employees receive two extra salary payments per year (usually half the monthly wage paid in June and half in December). This is commonly called “prima de servicios”.
  • Vacations: Workers earn 15 paid working days of vacation per year. (Unworn vacation is paid out at termination as 15/360 of salary per year worked.)
  • Other: For lower-wage workers, there is a small transportation subsidy. Employers also contribute 1% of payroll to a “Solidarity Fund” for high-income workers.
• Example: Suppose a Colombian developer’s gross salary is COP 10,000,000 per month. The employer would pay an additional ~COP 3,000,000 (30%) in social contributions on top. The employee would have ~COP 850,000 withheld for health/pension (8.5%+4%). Net pay after deductions might be roughly COP 8,900,000. On top of payroll, factor in the semi-annual prima payments and any other bonuses or allowances.
• Accounting and tax filings: Companies must file payroll taxes monthly and make social security payments electronically to government agencies. Many U.S. firms find this burdensome; this is another reason to consider an EOR or global payroll provider who already has Colombian systems in place.
• Internal resources: For more on compensation, see this blog on Developer Salaries in 2025, which provides more detailed salary data and trends.

In summary, while Colombian labor costs (salary + 30% contributions) remain far below U.S. totals, the percentage of payroll that goes to benefits and taxes is substantial. Budget accordingly. Many companies find it easier to leave payroll to experts rather than setting it up in-house.

5. Hiring Models: Full-Time, Contractor, and EOR

U.S. companies generally consider three models for engaging Colombian developers:

• Full-time: Direct hire via your Colombia entity (or EOR), max control and loyalty but full payroll, benefits, severance, and admin.
• Contractor: Engage true self?employed workers for project work, flexible and lower admin but carries reclassification risk and limits control.
• EOR/Payroll Provider: You manage day-to-day work; the EOR handles contracts, payroll, taxes, and compliance, like a direct hire without setting up a local entity.
  

Each model balances control, cost, and compliance: direct hires offer the most control; contractors suit short-term gigs; EORs simplify long-term hiring without a local legal entity.

CloudDevs is a full-service alternative. For example, CloudDevs’ platform vets and matches developers, and once you hire someone, CloudDevs acts as the legal employer. They “take care of everything” ie. payroll, contracts, benefits, compliance. Using CloudDevs means you avoid establishing a Colombian entity or navigating local bureaucracy yourself.

6. Legal and Compliance Considerations

Beyond the basics above, several specific legal points deserve attention:

• Termination & severance: Colombian law restricts firing. If you terminate a developer without just cause, you must pay severance (“liquidación”) and possibly a notice compensation. For workers earning less than 10× the monthly minimum wage, severance is 30 days’ salary for the first year, plus 20 days for each additional year (pro-rated). For higher earners, it’s 20 days + 15 days per year. In any case, a terminated employee should receive pro-rated prima and unused vacation pay immediately.
• Healthcare & pensions: You must enroll each employee in a Colombian health plan (EPS) and pension fund immediately. Employees pay 4% and employers pay 12% toward pensions each month. Health contributions are split 4% (employee) and 8.5% (employer). Additionally, for occupational hazards, the ARL insurance rate (paid 100% by employer) varies by job risk (0.4%–8.7%). Finally, both employee and employer pay into an unemployment fund and, above certain wages, a solidarity fund. All these are required by law.
• Data protection: Colombia has robust data privacy laws (Law 1581 of 2012). Any personal data you handle – for example, sending HR information or code with customer data – must be protected per Colombian regulations. Employers should have clear data security policies. For remote work, ensure developers use secure VPNs, encryption, and comply with company data policies. (For instance, Colombian law requires respect for privacy and “right to data protection” at all times.)
• Non-discrimination: Colombian law prohibits discrimination in hiring or work conditions (gender, race, sexual orientation, etc.). Treat remote Colombian employees with the same respect and career opportunities as local staff.
• Intellectual property: Though not a unique Colombian law, include strong IP assignment and confidentiality clauses in the employment contract. Ensure you own any code or patents created. For contractors, always use a well-drafted consultancy agreement with IP assignment.
• Statutory funds: Colombian law mandates employer contributions to family welfare funds (4%) and, above 4x minimum wage, a solidarity fund (1%). These are additional payroll costs.
• Work permits for foreigners: If ever hiring a non-Colombian to work from Colombia, a work visa (M-type) or resident visa (R-type) is required. Most remote hires will be Colombian nationals, in which case no visa issues exist.

In short, U.S. companies should plan for these liabilities. One major compliance pitfall is misclassifying employees as contractors – in Colombia, the courts will enforce full employment rights if a “contractor” functions like an employee. Another risk is underpaying mandatory contributions. These challenges underscore why many companies use providers like CloudDevs: they keep full compliance, labor contracts, and benefits in line with Colombian law.

Conclusion and Next Steps

Hiring remote developers in Colombia can significantly accelerate your team’s growth while keeping costs in check. Colombian engineers offer top-tier skills, bilingual communication, and strong work ethics, all within a convenient time zone overlap. However, legal and administrative requirements are non-trivial.

CloudDevs can simplify the process. We offer a full-service platform: we help you find pre-vetted Colombian developers, then handle every aspect of employment – from contracts and payroll to benefits and compliance. You can hire in as little as 24 hours, pay no hidden entity costs, and ensure 100% local legal compliance.

If you’re ready to tap into Colombia’s talent pool, let’s talk. Schedule a call with our team to discuss your needs and how CloudDevs can make hiring hassle-free. In one call, you’ll see how easy it is to build your Colombian dev team through CloudDevs.

Get started today – hire vetted Colombian software engineers through CloudDevs today.