Mexico’s 2026 Labor Reform: What Employers Must Do Now
- Sergio Aguilar
- 2 minutes ago
- 2 min read
Progressive reduction of the workweek approved by Mexican authorities.
On April 22, 2026, the Mexican Chamber of Deputies (Cámara de Diputados de México) unanimously approved a reform to the Federal Labor Law (Ley Federal del Trabajo) establishing a gradual transition toward a 40‑hour workweek.
Official implementation schedule:
2026: 48 hours
2027: 46 hours
2028: 44 hours
2029: 42 hours
2030: 40 hours
The reform also introduces a new, legally binding regime for overtime, now expressly incorporated into Mexican labor legislation:
Maximum 12 overtime hours per week
Up to 4 hours per day, maximum 4 days
Double pay within the 12‑hour limit
Triple pay for any excess
Risks for Employers Operating in Mexico
Companies that do not update their labor documentation face:
Automatic reclassification of excess hours as overtime
Fines from the Mexican Ministry of Labor (STPS)
Individual or collective labor claims
Unexpected increases in labor costs
Exposure during Mexican labor inspections
Recommendations
1. Addendum to Employment Contracts
To align weekly hours with the official schedule and prevent automatic overtime classification.
2. Update the Internal Work Regulations
Reflecting new Mexican rules on schedules, breaks, attendance control, and overtime authorization.
3. Updated Internal Policies
Including availability, overtime, breaks, and time‑tracking procedures.
4. Redesign of Shifts and Workloads
To maintain productivity and avoid unnecessary overtime costs.
5. Supervisor Training
Since supervisors are the ones who authorize overtime in practice.
How We Can Support Your Company in Mexico
Contract addendums aligned with the Mexican reform
Review of existing employment contracts
Update of Internal Work Regulations
Internal policies adapted to the new workweek
Preventive labor compliance audit
Training for managers and supervisors
Comply with Mexican law. Reduce risks. Protect your company.
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