Work permits and visas in Colombia

Work Permits and Visas in Colombia: A Guide for Employers and International Employees

Hiring top talent in Latin America often leads companies to Colombia—a vibrant market with a skilled workforce. For employers expanding into Colombia or relocating an existing team member, it’s crucial to navigate the country’s work permit and visa requirements to remain compliant. International employees with job offers in Colombia (not job seekers, but those already hired or financially supported) also need to understand the visa process to live and work legally in the country. Failure to secure the correct work visa can result in fines and legal penalties for both the employer and employee. This comprehensive guide breaks down Colombia’s work permits and visas for employers and foreign professionals, with short, clear sections for easy scanning. We’ll cover why immigration compliance matters, who needs a work visa, the types of visas available, application steps, employer sponsorship obligations, costs, timelines, and tips for a smooth process. You’ll also learn how using an Employer of Record (EOR) service and Rivermate’s Visa Support can simplify hiring and relocation in Colombia while ensuring full compliance.

Why Immigration Compliance Matters in Colombia For Employers

Every employer hiring internationally must prioritize immigration compliance—and Colombia is no exception. Colombia’s Ministry of Foreign Affairs is the authority that oversees work visas and permits for foreigners. This means any foreign national you bring into Colombia to work must have the appropriate visa or permit, and it’s the employer’s responsibility to ensure this is in place. If an employee works in Colombia without the correct visa, both the company and the individual can be held legally and financially accountable. Penalties for non-compliance range from fines to more severe sanctions, which can damage your business’s reputation and operations.

From an employer’s perspective, remaining compliant with Colombia’s immigration and labor laws isn’t just about avoiding penalties—it’s also about smooth business operations. Proper visas allow your international hires to integrate into the workforce without interruptions. Additionally, Colombia, like many countries, has been cracking down on foreigners working on tourist visas. Attempting to work on a tourist visa is illegal, and authorities are increasingly enforcing these rules. Thus, ensuring the right work visa is not merely a formality but a legal requirement you must not overlook. Many companies choose to partner with an EOR provider to manage these complexities, as an EOR can handle work permits and compliance on the employer’s behalf. We’ll discuss EOR services later, but first let’s determine who actually needs a Colombian work visa.

Who Needs a Work Permit or Visa in Colombia? (For International Employees)

Any non-Colombian citizen planning to work in Colombia must obtain a proper work visa or permit. In other words, if your employee is not a Colombian national or permanent resident, they need authorization to legally live and work in Colombia. This applies to foreign hires being relocated to Colombia, expatriates, and even remote workers planning an extended stay. Employers should perform a work authorization check for every international hire relocating to Colombia to verify they have the needed visa.

Colombia broadly categorizes foreign workers by their residency status and visa type:

Temporary Residents in Colombia

Foreigners on a temporary residence in Colombia must hold a worker visa under the “V” (Visitor) or “M” (Migrant) visa categories. These visas permit the individual to live and work in Colombia for a limited period, often up to three years, for a Colombian employer.

Permanent Residents in Colombia

Foreign nationals with permanent residency in Colombia should have a “RE” (Resident) visa, which allows them to live and work indefinitely. In practice, an RE visa is usually obtained after certain years on other visas and grants long-term stay.

Digital Nomads and Short-Term Remote Workers in Colombia

Colombia now offers a digital nomad visa (a sub-type of the Visitor “V” visa) that lets remote workers live in Colombia while working for foreign companies or as freelancers. This visa typically allows a stay of up to six months in a year without needing a local employer, and recent updates extend it up to 1-2 years for eligible applicants. Notably, someone on a digital nomad visa or other short-term visa does not need to be on a Colombian company’s payroll to work remotely. This is distinct from the other work visas which assume employment with a Colombian entity.

In summary, any international employee in Colombia requires the correct visa, whether they are a temporary project worker, a long-term hire, or a remote employee on a special visa. Colombian citizens or those holding an RE visa are the only ones exempt from needing a new work visa. Employers and employees should never assume a tourist visa is sufficient for work—a dedicated work authorization is mandatory to stay on the right side of the law.

Types of Colombia Work Visas (Visitor, Migrant, and Resident Visas)

Colombia’s immigration system provides several visa categories to accommodate different working arrangements. For employers and foreign professionals, the key work visa types in Colombia are:

V Visa (Visitor Work Visa) in Colombia

A short-term work visa intended for temporary assignments or limited-duration work in Colombia. The Visitor “V” visa can cover various scenarios, including contracts for a few months or specific projects. Generally, a V visa for work allows stays up to 180 days within a calendar year. In some cases, such as the new digital nomad visa program, certain visitor visas may be issued for up to one or even two years of validity, but they are still meant for temporary status. The V visa is appropriate if the foreign employee will only work in Colombia short-term or intermittently.

M Visa (Migrant Work Visa) in Colombia

The Migrant “M” visa is the standard visa for a foreign national with a long-term job offer or employment contract in Colombia. It is typically issued to professionals who will be residing and working in Colombia for an extended period. An M work visa in Colombia can be valid for up to 3 years and is renewable. This is often the visa your employee will need if they are being hired locally or transferred to Colombia for a multi-year assignment.

R Visa (Resident Visa) in Colombia

The Resident “R” visa grants permanent residency rights. It is usually obtained after a foreign national has maintained an M visa (or other qualifying status) for a certain number of years, or meets specific investment or familial criteria. An R visa allows the holder to live and work in Colombia indefinitely without needing further renewals. For our purposes, an employee with an R visa doesn’t need additional work permits—they are treated similarly to a local in terms of work eligibility.

Each of these visas has different qualifying criteria and durations, but all three (V, M, and R) explicitly authorize employment in Colombia. Employers should choose the visa type based on how long the international employee will stay and the nature of the employment. For example, short consultancy or technical assignments might fit a V visa, whereas a full-time hire should have an M visa. Always ensure the visa’s terms align with the job’s length and purpose to avoid status issues.

Eligibility Criteria for Colombia Work Visas (For International Employees)

You might wonder what situations or profiles make someone eligible for a Colombian work visa. The good news is that eligibility is broad—many types of foreign professionals can qualify as long as they meet the requirements. According to Colombia’s guidelines, you can apply for a work visa if you fall into one of several categories, including but not limited to:

Sponsored Employees with Job Offers in Colombia

If you have a formal job offer or employment contract with a company in Colombia, you are eligible to apply for a work visa (typically an M visa for a longer stay). This is the most common scenario—the employer in Colombia agrees to hire the foreign national, and that employment forms the basis of the visa application.

Contractors or Service Providers in Colombia

Independent contractors or self-employed individuals contracted by a Colombian company for a project can also qualify for work visas. In this case, the contract or service agreement with the Colombian entity serves as the justification for the visa.

Intra-company Transferees in Colombia

Employees of a multinational company who are transferred to the Colombian branch or affiliate to fulfill a specific role can get a work visa. Often, these are managerial or specialized knowledge roles. Even though the person remains within the same global company, the Colombian entity must sponsor their visa locally.

Professionals in Sports, Arts, or Research in Colombia

Individuals who are part of a sports team, cultural troupe, artistic group, or academic/research project performing activities in Colombia are eligible for appropriate visas. For example, a foreign artist coming for a long-term cultural exchange program or a scientist joining a Colombian research institute would need a visa covering their work.

Missionaries and Volunteers in Colombia

Foreign nationals engaging in missionary work or volunteering in Colombia might also qualify for special sub-categories of work visas, typically under non-profit or religious organization sponsorship.

Remote Workers and Digital Nomads in Colombia

Those who wish to continue their existing job remotely or run their own online business while living in Colombia can apply for the digital nomad type visa. Here, the “employer” isn’t Colombian, but Colombia grants permission for the individual to stay and work online within its borders for a certain period.

In essence, as long as you have a legitimate reason to work in Colombia—be it a local job, a contract, a transfer, or an approved independent activity—you can likely find a visa category that fits. The key is that a Colombian authority must recognize the activity as valid employment or service, and usually a Colombian organization (company, NGO, etc.) must support the application as a sponsor or inviter, except in the case of digital nomads. Both employers and employees should identify which category their situation falls under at the outset, as this determines the documentation and process needed.

Requirements for a Colombia Work Permit (Documents & Conditions)

Once you’ve identified the right visa type, the next step is gathering all the required documents and meeting the conditions for the work visa application. Both the employer and the international employee will need to provide information. Here are the typical requirements for a Colombian work visa application:

Valid Passport for Colombia Work Visas

The foreign employee must have a passport that will remain valid for at least 6 months beyond the intended stay. Passport bio-data pages and any prior Colombian visa stamps should be photocopied for the application.

Employment Contract or Offer Letter for Colombia Work Visas

A signed employment contract or official job offer from the Colombian employer is mandatory. This document should outline the job title, duties, salary, and duration of employment. It proves the legitimacy of the job position for which the visa is sought.

Proof of Qualifications for Colombia Work Permits

Depending on the role, the applicant may need to show copies of relevant diplomas, degrees, professional certifications, or resumes to prove they are qualified for the position. Some professions in Colombia are regulated and might require specific credentials or license recognition.

Employer’s Certificate of Legal Existence in Colombia

The hiring company in Colombia must provide a Certificate of Legal Existence (Certificado de Existencia y Representación Legal) from the Colombian Chamber of Commerce. This document confirms that the employer is a registered, legitimate business in Colombia authorized to hire staff. It’s essentially proof that the company exists legally.

Police Background Check for Colombia Work Visas

A criminal record certificate (police clearance) from the employee’s country of current residence (and/or home country) is usually required. This document should show that the applicant has no serious criminal history. It often needs to be recently issued (within the last 3 or 6 months), and in many cases it must be apostilled or legalized, and translated into Spanish by an official translator.

Health Insurance Coverage for Colombia Work Visas

The applicant should have proof of health insurance that covers their stay in Colombia. Travel insurance or an international health plan is often acceptable for the visa application. Once living in Colombia, the employee may also need to register for local health insurance or social security, but initially, proof of coverage is key.

Passport Photos for Colombia Visa Applications

Colombia typically requires recent passport-sized photos with specific dimensions (e.g., 3cm x 3cm with white background, per local guidelines). It’s wise to have a set of photos ready that meet the consulate’s specifications.

Completed Application Forms for Colombia Work Visas

The online visa application form (or paper forms if applying at a consulate) must be filled out completely. When applying through the Ministry of Foreign Affairs website, the applicant will input personal data, job information, and upload digital copies of documents. Ensure all fields are completed accurately to avoid delays.

Visa Fee Payment for Colombia Work Visas

Payment of the visa processing fee is required. Proof of payment or a payment reference might be needed as part of the application submission.

Additional Documents for Colombia Work Permits (if requested)

The authorities might ask for additional documents based on the visa category or individual circumstances. For instance, some applicants may need a medical certificate or proof of financial means (bank statements) if the visa type calls for it. Always check the latest requirements on the official government website or with the Colombian consulate, as they can update documentation rules.

Both employer and employee should collaborate to compile these materials. For example, the employer usually provides the contract and company documents, while the employee secures the police report, passport, and personal documents. Make sure all documents that are not already in Spanish are translated by a certified translator and, if required, legalized or apostilled. Having a complete and organized application file greatly increases the chances of a smooth approval.

Step-by-Step Work Visa Application Process (For Foreign Employees in Colombia)

With the documents in hand, it’s time to navigate the work visa application process for Colombia. Both the employer and the international employee will be involved in various steps. Below is a step-by-step breakdown to make the process easier to follow:

Securing a Job Offer or Contract for Colombia

First and foremost, the foreign professional must have a job offer from a Colombian employer or a signed employment contract. Employers, this means you should draft a clear contract outlining the role, salary, and duration. Employees should ensure they receive this documentation because it’s the foundation of the visa application.

Gathering All Required Documentation for Colombia

Next, compile all the required documents as outlined in the previous section. This includes the passport, contract, qualification proofs, police clearance, etc. Both parties should double-check that nothing is missing. It’s wise to scan everything into digital format since the application is often submitted online.

Submitting the Visa Application Online for Colombia

Colombia’s Ministry of Foreign Affairs provides an online visa application portal (accessible via the Cancillería website) where the applicant (or their representative) submits the visa application. The foreign employee will fill out personal information, details about the Colombian employer, and upload digital copies of all supporting documents. If the applicant is already in Colombia, they can apply online from within the country; if abroad, they may apply online and then follow up at a Colombian consulate if needed. Ensure the information matches the documents exactly (e.g., use the same job title as in the contract).

Paying the Visa Fees for Colombia

As part of the online application, the system will prompt for payment of the application fee (and later the issuance fee if approved). Visa fees must be paid for the application to be processed. Payment is usually done via credit/debit card through the online portal. We’ll detail the typical fee amounts in the next section, but be prepared to pay during the application stage. Save the receipt or confirmation of payment.

Attending an Interview (If Required) for Colombia

In some cases, the Colombian consulate or Ministry might request an in-person interview or ask the applicant to appear at a consulate. This might happen if further verification is needed. For example, if you applied from abroad, a local Colombian consulate might schedule a short interview to review original documents and confirm the purpose of travel. Not all visa types require an interview, but if yours does, attend promptly with all your original documents.

Waiting for Approval for Colombia Visa

After submission (and any interview), the application goes into processing. Processing times can vary (often a few weeks—see the section on timelines). During this period, immigration officials review the documents and may email for any clarifications or additional information. It’s important to monitor email and respond quickly if they ask for something.

Receiving Visa Approval and Issuance for Colombia

Once the Colombian authorities approve the visa, the applicant will receive a notification. If the person is outside Colombia, the consulate will stamp a visa in their passport or issue an e-visa that can be printed. If the person is in Colombia already, they might receive an electronic visa by email. After approval, a visa issuance fee may need to be paid (distinct from the application fee) before the visa is actually granted. When everything is completed, the visa is issued—congratulations, your employee is now legally allowed to work in Colombia!

Registering Visa and Obtaining ID (Upon Arrival) in Colombia

This step happens post-approval. After the employee arrives in Colombia with their visa, they must register their visa with Migración Colombia within 15 days of entry and apply for a Cedula de Extranjería (foreigner ID card). The Cedula is essential for things like opening bank accounts and is proof of legal status. Employers should remind new foreign employees to do this step, although it’s the individual’s responsibility to register. It usually involves visiting a Migración Colombia office, paying a small fee, and providing fingerprints and photos.

Following these steps methodically will help avoid common pitfalls. One tip is to start the process as early as possible—gather documents and apply well in advance of the employee’s intended start date in Colombia. Starting early provides a buffer in case of any delays or if additional paperwork is requested. In the next sections, we’ll cover how the employer specifically sponsors the visa, as well as costs and timelines to plan for.

Employer Sponsorship and Compliance Obligations in Colombia (For Employers)

One of the most important aspects of hiring a foreign employee in Colombia is the employer’s role in sponsoring the work visa. Colombia requires that a company operating in Colombia acts as the petitioner or sponsor for most work visas (except certain cases like the digital nomad visa). Here’s what employers need to know about sponsorship and compliance:

Legal Entity in Colombia for Sponsorship

To sponsor a work visa, the organization must be a registered, legally operating company in Colombia. This means if your company is foreign, you generally need to have a local subsidiary, branch, or other legal entity registered in Colombia. The authorities will ask for proof, such as the Certificate of Legal Existence from the Chamber of Commerce, to confirm the employer’s legitimacy. If your company does not have a Colombian entity, you cannot directly sponsor a Colombian work visa; however, you can use an intermediary, like an Employer of Record service, which has a local entity to act as the employer on record.

Providing an Employment Contract for Colombia Work Visas

The employer must provide a detailed employment contract or assignment letter to support the visa. This contract should state the role, salary, and terms of employment for the foreign worker. The contract will often need to be submitted with the visa application and possibly even legalized. It should be signed by both employer and employee. Essentially, Colombian immigration wants assurance that the foreign national has a real job waiting and the company is committed to hiring them under Colombian labor regulations.

Justification for Hiring a Foreigner in Colombia

In some cases, Colombian immigration may require the employer to justify why a foreign national is being hired over a local worker. This is akin to a labor market test. Employers might need to demonstrate that no suitable local candidate was available for the position, especially for roles that are not highly specialized. Evidence can include copies of job advertisements, recruitment efforts, or an explanation of the specialized skills the foreign hire possesses. While not always strictly enforced, this requirement underscores the importance of having a genuine business reason for the hire.

Compliance with Labor Laws in Colombia

By sponsoring a work visa, the employer implicitly agrees to abide by Colombian labor and salary regulations for that employee. This means paying at least minimum wage (if applicable), enrolling the employee in social security and health insurance systems, honoring working hours, paid leave, and other local employment standards. The visa process and work permit are tied to lawful employment, so any breach of labor law, such as underpaying or misclassifying the worker, can also jeopardize the visa status. Employers should treat the foreign employee just as they would a Colombian employee in terms of benefits and protections.

Submitting the Sponsorship Application in Colombia

Practically, when the employee (or employer’s representative) submits the online visa application, the employer’s information must be included. Often, the company will have to supply a letter of visa sponsorship or an official communication on company letterhead addressed to the Ministry of Foreign Affairs, confirming they intend to hire the applicant and requesting the issuance of the visa. All corporate documents should be in order—the immigration officials may cross-verify details like the company’s NIT (tax ID), registration status, etc.

Responding to Government Requests in Colombia

During processing, immigration authorities might come back with requests for additional information or clarification about the employer or job. For example, they may ask for an updated Chamber of Commerce certificate, or additional proof of the company’s financial solvency to pay the worker. It’s crucial that employers respond swiftly to such requests to keep the application moving.

In summary, the employer must actively support the visa application by being the local sponsor and ensuring all legal prerequisites are met. If an employer is new to Colombian hiring, it might feel overwhelming to handle these obligations. In such cases, partnering with local experts or an Employer of Record can help fulfill the role of sponsor. Using an EOR is a common strategy for companies without a Colombian entity to legally employ someone in Colombia. The EOR’s local entity becomes the sponsor and employer of record, handling all compliance.

Costs and Fees for Colombia Work Visas (What to Budget For)

When applying for a work visa in Colombia, both employers and employees should be aware of the fees involved, so they can budget accordingly. There are government fees associated with processing and issuing the visa, which vary by visa type and sometimes by the applicant’s nationality. Below are the typical Colombian work visa fees as of 2025:

Migrant (M) Visa Fee for Colombia

Approximately $230 USD for the visa application. This is the fee for a standard work visa for someone with a Colombian job contract (valid up to 3 years). The fee may be paid in Colombian pesos at the official exchange rate or as specified by the consulate.

Visitor (V) Visa Fee for Colombia

Approximately $170 USD. This covers short-term work visas, including special visitor categories like the digital nomad visa. Some visitor visas might have slightly different fees, but $170 USD is a common reference point for many temporary work-related visas.

Resident (R) Visa Fee for Colombia

Approximately $420 USD. This higher fee applies to the residency visa (for those seeking to live and work indefinitely in Colombia). It reflects the more permanent status granted by an R visa.

It’s important to note a few things about these fees:

• These figures are government application fees. They typically include the processing fee and sometimes the issuance fee if the visa is approved. For example, a digital nomad visa might break the fee into two parts (around $50 for application and ~$170 for issuance) which together sum up to the ~$220 range. Always confirm the exact breakdown when applying.
• Fees can vary based on reciprocity agreements and nationality. Some nationalities might pay less or more for Colombian visas due to reciprocal arrangements. The $USD amounts cited are averages; the actual fee is often set in Colombian Pesos (for instance, the Migrant visa might cost a certain number of COP, equivalent to roughly $230).
• Payment is usually done online via credit card at the time of application. If applying at a consulate, sometimes payment can be made in person (in local currency or by card). The online system will guide you through the payment.
• These fees do not include any service fees if you use third-party help. If an employer hires an immigration lawyer or if you use a visa processing service, those providers will charge their own fees on top of the government fees. Similarly, if you partner with an EOR or relocation service for visa support, that service may have a fee structure.
• Don’t forget incidental costs: Document translation and legalization can incur costs (perhaps $50-$100 or more, depending on documents). There may be courier fees if you need to send your passport to a consulate, and upon arrival, the Cedula de Extranjería has a fee (around $60 USD). Health insurance must be purchased and maintained, which is another cost (varies per month).

Employers should budget for these expenses as part of the onboarding costs for a foreign hire, and employees should plan for out-of-pocket costs during the application. It’s wise to set aside a few hundred extra dollars beyond the stated fees to cover any unforeseen expenses. By understanding the fee structure in advance, there will be fewer surprises, and you can ensure all payments are made timely to prevent any delays in the visa process.

Typical Processing Times for Colombia Work Visas (and Planning Ahead)

One of the common questions from employers and relocating employees is: How long will it take to get the work visa approved? Processing times in Colombia can vary, but here are some general guidelines:

Standard Processing Time for Colombia Work Visas

Usually 15 to 30 business days (about 3–6 weeks) is a normal range for Colombian work visas. This is an average—some visas get approved faster, while others take longer.

Factors Affecting Timeline for Colombia Visas

The type of visa can influence speed. For instance, a straightforward M visa for a well-documented job might be on the shorter end, whereas a more complex case or a resident visa application could lean towards the longer end. The completeness of the application is critical—if all documents are in order, you avoid back-and-forth that extends the timeline. If immigration authorities request additional documents or an interview, that will add to the total time.

Government Workload for Colombia Visas

Processing can also depend on the volume of applications the Ministry of Foreign Affairs is handling. Certain times of year or unforeseen events can create backlogs. While 15–30 business days is common, it’s not unheard of for some cases to take longer, especially if submitted around holiday periods or major events.

Digital Nomad and Other Visas in Colombia

For the new digital nomad visas, anecdotal reports suggest timelines in the same range or slightly shorter if everything is clear. In some instances, digital nomad visas have been processed in a couple of weeks. However, one should still allow a month or more, as officially up to 30 days is noted for these as well.

Planning Start Dates for Colombia Employment

Employers should plan the employee’s start date (or relocation date) with sufficient cushion for visa processing. It’s generally recommended to begin the visa process at least 2-3 months before you expect the employee to be working in Colombia. This accounts for the application time and any additional steps like getting the ID card after arrival. If the employee is transferring from within your company, consider keeping them on projects outside Colombia or remote work until their visa comes through.

Expedited Processing for Colombia Visas

Colombia doesn’t really have a formal “premium processing” for work visas as some countries do. Every application goes through the standard procedure. Therefore, the best way to expedite is to ensure the application is complete and error-free, and to submit well in advance. If an employer has a critical need, sometimes working with local immigration lawyers or consultants can help nudge things along, but there are no guarantees.

Notification of Approval for Colombia Visas

The applicant will typically get an email notification when a decision is made. If it’s approved, the email may contain the e-visa in PDF format which can be printed. If the person applied through a consulate, the consulate will notify them to send in the passport for visa stamping or to come in person.

Always keep these timelines in mind in your project planning or hiring timeline. A bit of patience is required—and it’s safer to assume the longer end of the range when planning. Starting the process early, as emphasized before, is the best way to avoid a scenario where a new hire is left waiting and unable to work because their visa hasn’t arrived.

Duration and Renewal of Work Visas in Colombia (Staying Beyond the Initial Term)

Securing the work visa is step one; maintaining valid status is step two. Work visas in Colombia come with expiration dates, and employers as well as employees should track these dates and plan for renewals if the employment is ongoing. Here’s what you need to know about visa duration and the renewal process:

Migrant (M) Visa Duration in Colombia

Typically granted for up to 3 years at a time for work purposes. If an employee’s contract is indefinite or longer than 3 years, they will still usually get a 3-year visa and need to renew. Renewal of an M visa is possible and can extend the stay for additional periods (often up to another 2 or 3 years per renewal). In practice, if the employment continues, the visa can be renewed multiple times. After five years on some M visas, the person might become eligible for a resident visa.

Visitor (V) Work Visa Duration in Colombia

The duration varies more widely. Some V visas for short assignments are only a few months long or 180 days in a year. The special digital nomad V visa is an exception, as it can be issued for up to 2 years straight. However, standard short-term work visitors might be shorter. Renewal or extension of a V visa depends on the sub-type. In many cases, a V visa is not meant to be continually renewed beyond its initial validity for the same job; the person would switch to a different status if staying longer. But if the work assignment extends, one can apply for a new V visa or see if an extension is granted. Always check the specific rules for your visa’s category.

Resident (R) Visa Duration in Colombia

The R visa is essentially indefinite. It doesn’t require renewal every few years like the others. However, note that a resident visa can lapse if the person stays outside Colombia for too long (often more than 2 years abroad can invalidate it). But as long as they reside in Colombia, it remains valid. For employees who gain an R visa, employers should still verify that the person maintains their resident status (e.g., renew their Cedula ID as required).

Renewal Process for Colombia Work Visas

Renewals of M (and some V) visas are done through a similar online application process as the initial visa. The employee will need updated documents: a renewed contract or letter confirming continued employment, updated employer legal documents (like a fresh Chamber of Commerce certificate), and any personal documents that need refreshing (e.g., a new police certificate if required). Employers should start the renewal process at least 1-2 months before the visa expiration. Starting early is crucial so that the employee doesn’t fall out of status. If a visa expires and a renewal hasn’t been filed, the employee could be considered undocumented and might have to leave the country to reapply.

Continuous Employment Consideration for Colombia

When renewing, authorities will check that the conditions are still met—the person still works at the sponsoring company, taxes and social contributions have been paid, etc. It’s part of why compliance during employment is important, as any lapses could complicate a renewal.

Switching Employers or Roles in Colombia

Note that Colombian work visas are generally tied to the sponsoring employer and the specific role. If an employee changes employer in Colombia, they usually need to apply for a new visa under the new sponsor (even if the old visa hasn’t expired, it’s not valid for a different employer). Similarly, a significant change in role might necessitate a new visa application. Employers hiring someone already in Colombia should check what visa they have; if it’s tied to a previous employer, a new application will be needed.

End of Employment in Colombia

If the employment ends (resignation or termination), technically the visa could become void because the purpose (employment at that company) ended. In practice, many foreign employees will depart or switch status soon after. It’s good form for employers to inform immigration authorities if a sponsored foreign worker leaves the company, though the visa might remain valid on paper until expiry. The employee should not continue to use a work visa tied to a company they no longer work for.

Keeping an eye on visa validity is a shared responsibility. Employers can set reminders for their HR team about foreign employees’ visa end dates. Employees should also be proactive and communicate with their employer well in advance of expiry. As long as renewals are handled timely and correctly, a foreign employee can continue working legally in Colombia without interruption.

Colombia’s Digital Nomad Visa: Remote Work Opportunity (For International Remote Employees)

In response to the global trend of remote work, Colombia introduced a Digital Nomad Visa to attract foreign remote workers and freelancers to the country. This is a game-changer for professionals who have overseas employers or their own remote businesses but wish to live in Colombia for an extended period. Here’s a quick overview of the digital nomad visa and what it entails:

What is the Digital Nomad Visa in Colombia?

It’s essentially a type of Visitor (V) visa that allows you to live in Colombia while working remotely for a foreign employer or for your own international business. Unlike the traditional work visas, you do not need a Colombian company to sponsor you—meaning no local job offer is required. Colombia launched this visa officially in 2023 to capitalize on the growing population of digital nomads who bring their spending power into the country.

Duration of the Digital Nomad Visa in Colombia

The digital nomad visa can be issued for up to 2 years of validity, allowing a significant stay. However, keep in mind tax residency rules: staying over 183 days in a year might trigger tax obligations in Colombia, so some nomads might still limit their stay to about 6 months at a time for tax reasons. But from a visa perspective, you can reside continuously for one to two years as allowed.

Key Requirements for Digital Nomads in Colombia

While you don’t need a job offer from Colombia, you do have to prove a few things to qualify:

• Valid Passport: (same as all visas, with 6+ months validity).
• Proof of Remote Work or Business: You should provide evidence that you work for a company outside Colombia or have an active business/clients abroad. This could be a letter from your foreign employer stating that you are employed and can work remotely, or if you’re self-employed, perhaps a letter outlining your business or contracts with foreign clients.
• Income Requirements: Proof of sufficient income is required to show you can support yourself while in Colombia. The current guideline is around $800–$900 USD per month (approximately 3 million Colombian pesos) as a minimum steady income. You might show bank statements, pay stubs, or a letter from your company verifying your salary. Meeting this threshold is critical—"close to it" won’t suffice if it’s below the official minimum.
• Health Insurance: You must have health insurance covering your stay in Colombia. A travel insurance policy that covers at least the first year, including medical emergencies, is typically required. They may ask for proof of coverage (policy documents) with your name on them.
• Visa Application Form and Fee: Fill out the application via the online portal, selecting the specific category for remote workers, and pay the required fees (which are similar to other V visas, roughly in the $200-$250 total range, split into application and issuance fees).
• Motivation Letter: Colombia asks for a short statement of purpose or motivation letter from digital nomad applicants. In this letter (in Spanish ideally), you’d explain what you plan to do in Colombia—e.g., “I intend to live in Medellín and continue my job as a software engineer for XYZ US-based company, experiencing Colombian culture and engaging with the tech community, without seeking local employment.” It’s basically to assure that you’ll abide by the terms (work remotely and not take a Colombian job).
• No Local Employment: You must agree that you will not perform work for Colombian companies on this visa. It’s strictly for remote work or entrepreneurship targeting outside Colombia. If you intend to take up local employment, you should pursue a different visa.

For employers, it’s useful to know about this option because if you have an employee who wants to work remotely from Colombia, they might not need you to sponsor a Colombian work visa at all. For instance, if you’re a U.S. or European company and your employee asks, “Can I relocate to Colombia and work remotely?”—the digital nomad visa could be a viable solution for them independently. However, caution is needed: if they become tax resident in Colombia, your company might have to consider compliance issues (like permanent establishment risk, or having to run local payroll). Many remote-friendly companies are okay with employees moving around on nomad visas, but it’s wise to consult legal advice in such scenarios.

From the perspective of the individual remote employee, Colombia’s digital nomad visa is very attractive—low cost of living, an excellent internet infrastructure in big cities, and a vibrant culture. It’s an example of Colombia adapting to modern work trends. Just remember, this visa is for those with income from outside Colombia. It’s not for someone seeking a Colombian job—those folks need the traditional work visas we discussed earlier.

Common Challenges in the Colombia Work Visa Process (and Tips to Overcome Them)

Hiring internationally always comes with some hurdles. Employers and foreign employees should be prepared for a few common challenges when navigating Colombian work permits and visas, and take steps to mitigate them:

Complex Paperwork and Procedures for Colombia Visas

The volume of paperwork can be overwhelming. From gathering documents across countries to completing Spanish application forms, it’s a lot of admin. Tip: Create a checklist of all required documents and steps. Double-check that every document is current, translated, and properly notarized or apostilled if needed. Missing or expired documents are a top cause of delays. Keeping a well-organized file (digitally and physically) will help ensure you submit a complete application.

Language Barriers for Colombian Immigration

Most official processes in Colombia (forms, websites, instructions) are in Spanish. Employers and employees who are not fluent might find this challenging. Also, any supporting documents in English or other languages will need translation to Spanish. Tip: Consider hiring a local immigration consultant or lawyer, or at least a translator, to assist with the process. Even if you’re DIY-ing the visa application, have a Spanish-speaking colleague review communications. This will prevent misunderstandings—for example, an email from the Ministry might be in Spanish; not responding correctly due to language issues could derail the application.

Processing Delays for Colombia Work Permits

As mentioned, processing can sometimes take longer than expected. Bureaucracy can be unpredictable—occasionally extra security checks or administrative backlogs slow things down. Tip: Start the visa process as early as possible. If you assume it will take the maximum time (or even a bit more), you can schedule your employee’s start date or relocation date accordingly. It’s better for someone to get their visa early and have it in hand than to be anxiously waiting when they’re supposed to start work. Also, always track the application status online if possible, and follow up politely if a posted processing time has long passed.

Frequent Policy Changes for Colombia Visas

Immigration rules can change. For instance, one year the government may introduce a new visa category or adjust requirements. Keeping up with the latest information is a challenge. Tip: Regularly check official sources like the Colombian Ministry of Foreign Affairs website or their announcements. Joining expat forums or networks can also provide heads-up on changes (though always verify via official sources). When in doubt, consult with immigration experts, especially if you hear of a new rule that might affect your employee’s case.

Cultural and Bureaucratic Nuances in Colombia

Navigating a foreign country’s bureaucracy can be frustrating if you’re used to a different system. Things might require physical copies or personal visits, or there might be quirks like specific payment methods. Tip: Patience and local advice are key. If your company has an office in Colombia, lean on your local HR or admin staff who know the ropes. If not, an EOR or local partner can handle these interactions. The goal is to avoid offending any processes—follow them as instructed and be patient.

Ensuring Employee Readiness for Colombia Relocation

Sometimes the employee might underestimate what they need to do on their side (like obtaining the police clearance or getting documents apostilled in their home country can take weeks). Tip: Employers should guide the employee through these tasks or provide a relocation support service. Make sure the employee knows exactly what documents to get before leaving their country and how to get them. A common hiccup is an employee arriving in Colombia without a required document, thinking they could handle it later, only to find it’s much harder from abroad.

Post-Arrival Formalities in Colombia

Even after visa approval, not completing the visa registration and Cedula ID process in Colombia on time is a risk (it can lead to fines). Tip: Mark the calendar for within 15 days of the employee’s arrival to get these done. Often companies will have a local admin go with the employee to migration offices to help; if not, ensure the employee has instructions to do it themselves.

By anticipating these challenges, employers can support their international hires better, and employees can prepare themselves to reduce stress. The main takeaway is to plan ahead, get help when needed, and maintain clear communication. A smooth visa process means your international employee can focus on their new role rather than paperwork, and you as the employer can integrate them into your team on schedule.

Using an Employer of Record (EOR) for Hassle-Free Hiring in Colombia (For Employers)

Expanding into a new country like Colombia can strain a company’s resources, especially when it comes to compliance with local laws and handling HR intricacies abroad. This is where an Employer of Record (EOR) service comes into play. If your company doesn’t have an existing entity in Colombia or you simply want to simplify the hiring process, an EOR can be a strategic solution. Here’s how an EOR can help with work permits, visas, and overall hiring compliance:

What is an EOR for Colombia Hiring?

An Employer of Record is a third-party organization that becomes the legal employer on paper for your employee, while you retain control over their day-to-day work. In Colombia, an EOR, like Rivermate, has a local entity that can hire employees on your behalf. This means the EOR handles all the legal employment obligations in Colombia—including sponsoring work visas, running payroll, and ensuring compliance with Colombian labor laws—while you manage the employee’s role and responsibilities.

Visa Sponsorship and Immigration Support in Colombia via EOR

One of the biggest hurdles for foreign employers is not having a local entity to sponsor a visa. An EOR solves this: the EOR’s Colombian entity acts as the sponsor for the work visa. They will typically handle the work authorization process from start to finish, guiding the employee through document collection, submitting the visa application, and ensuring everything meets local requirements. Essentially, the EOR’s status as a registered company in Colombia is leveraged to secure the visa. This takes a huge load off your plate as the EOR is experienced in the nuances of local immigration processes.

Compliance and Payroll with EOR in Colombia

Once the employee is onboarded, the EOR will put them on their local payroll. They take care of paying the employee in Colombian pesos, withholding the correct taxes, and contributing to social security and benefits as required by law. This eliminates guesswork and the need for you to learn Colombian payroll rules. They also ensure that the employment contract aligns with Colombian labor regulations, thereby keeping you compliant with things like working hours, overtime, leave, and termination rules. The risk of costly compliance mistakes, which could lead to fines or legal issues, is greatly reduced, as the EOR’s job is to stay on top of local law changes.

No Need for a Local Company Setup in Colombia

Setting up a subsidiary or branch in Colombia can be time-consuming and expensive just to hire one or two people. With an EOR, you don’t need to establish a local entity at all. The EOR is already an established entity. This means you can hire much faster—sometimes in a matter of weeks—compared to months it might take to register a company. This agility can give your business a quick start in Colombia without long-term commitments.

Flexibility with Contractors and Different Roles in Colombia

Perhaps you aren’t hiring a full-time employee but a contractor, or you have a short-term project. Many EORs can also handle independent contractors or short-term engagements, ensuring those are done compliantly too. They help avoid issues like misclassification (where a contractor is essentially working as an employee, which can be illegal if not done correctly). By using an EOR, you have the flexibility to engage talent in the way that suits your needs while the EOR worries about classifying them properly per local law.

Focusing on Core Business with EOR in Colombia

By outsourcing the administrative burdens to an EOR, your HR and legal teams can focus on your core business operations and team integration, rather than wrestling with foreign bureaucracy. The EOR will typically also provide ongoing support—for example, if you decide to give the employee a raise or terminate the employment, the EOR will advise on legal requirements (like severance calculations) and handle the implementation in compliance with local law.

Many companies expanding globally have found that partnering with a reputable EOR is the quickest and safest way to hire abroad. It’s essentially a turn-key solution for international employment. In the context of Colombia, an EOR, like Rivermate, can hire your international employee through its Colombian entity, sponsor the visa, manage payroll and benefits, and assume the legal risks so you don’t have to. This approach can save you time, reduce risk, and ensure your new hire starts work legally and on schedule.

Rivermate’s Visa Support: Simplifying Visas and Work Permits in Colombia

Successfully bringing an international employee to Colombia involves a lot of moving parts—but you don’t have to handle it all on your own. Rivermate’s Global Visa & Immigration Support services are designed to make this process easy for employers and their international hires. As a global Employer of Record provider, Rivermate combines EOR capabilities with dedicated visa assistance, offering a one-stop solution for hiring abroad.