Salaries in Colombia increased an average of 7.1% for 2025a figure that marks a setback compared to the 10.8% increase recorded in 2024 and that was below the increase in the current minimum legal wage (SMLV), which this year was 9.5%.
This is revealed by the National Research of Salaries and Benefits 2025, prepared by the Colombian Federation of Human Management (ACRIP), in its 50th edition.
The study, which consulted 224 organizations from different regions and sectors, It shows that 88% of companies made salary increases, while 12% decided not to do so.
Among the reasons for adjusting salaries, 45.6% of companies explained that they did it to compensate for the rise in the consumer price index (CPI)15.8% to respond to the minimum increase, 19% for financial results, 10% for labor market dynamics and 9.6% depending on the performance of their equipment.
The investigation also explored the prospects for next year. 77.5% of companies said they plan to increase wages in 2026, while 20.3% have not yet decided and only 2.2% ruled out.
As for the minimum wage, the consensus of organizations is that the increase should not exceed 7% in 2026, Taking into account the behavior of the economy, inflation projections and the ability to pay the companies.
Julián Parra Acosta, Executive Director (E) Colombian Federation of Human Management – ACRIP.
Courtesy
What happened in 2025
According to Julián Parra Acosta, Executive Director (e) of Acrip, The results on the increases applied this year reflect a labor market that fits economic reality.
“Although the increase is less than the previous year, it is relevant that most organizations have made an effort to improve the remuneration of their collaborators, prioritizing compensation against the cost of living. This shows the commitment of the private sector with their human talent, even in economic pressure scenarios,” affirmed.
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Research shows important differences between regions. The Valle del Cauca registered the largest salary increase with an average of 7.6%, followed by Cundinamarca and Antioquia, with 7.2%and 6.6%, respectively. In contrast, the Caribbean region showed the lowest adjustment, with 6.5%.
The most implemented benefits are home work (65.2%) and personal care programs (59.8%),
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In organizational terms, the greatest increase was granted to the base personnel, with 7.9%, followed by technical personnel (7.4%). LThe Junior and Media Management Professionals received 6.9%, while Senior professionals and senior management reached 6.7%.
The report also confirms that The salary gaps between men and women persist at all levels. In senior management, men receive $ 43.4 million on average, compared to $ 35.9 million of women.
In the Middle Management, The ratio is $ 18.2 million compared to $ 16.8 million; And in base personnel, men earn $ 2.2 million, while women receive $ 1.6 million.
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As for benefits, 72.3% of companies claimed not to have flexible or “letter” plans for their workers.
The most common support is still personal loans (50.9%), life insurance (48.6%), prepaid medicine (24.2%) and dining service (19.8%).
The report confirms that salary gaps between men and women persist at all levels
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The so -called “emotional salary” is increasingly relevant in talent management. The most implemented benefits are homework (65.2%), personal care programs (59.8%), Financial welfare plans (54.9%), mentoring in leadership (49.6%) and flexibility in entry and exit schedules (48.7%).
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In the matter of extra -legal raw, 24.9% of companies grant a non -salary Christmas, 20.2% deliver an additional in December, andl 19.3% grants extra holiday days and 18.5% apply priorities by seniority.
“Today talent retention has become an essential strategy to guarantee productivity and growth. Having salary market studies allows organizations to compete better for their human resource”said Parra.
Constance Gómez Guasca
Economy and Business Drafting
