As announced in December of last year, on May 1^st a decree amending Mexico’s Federal Labor Law was published in the Official Journal of the Federation, with the purpose of reducing the standard workweek in Mexico. This reform will gradually decrease the maximum number of hours that may be worked per week, reaching a 40 hour workweek by 2030.

Implementation will proceed as follows:

            2026                                       No changes

            January 1, 2027                      46 hours

            January 1, 2028                      44 hours

            January 1, 2029                      42 hours

            January 1, 2030                      40 hours

Additionally, the reform provides that overtime (referred to as “double time”) may not exceed 12 hours per week. Such hours may be distributed in shifts of up to four hours per day, no more than four days per week. If these limits are exceeded, any additional overtime (referred to as “triple time”) will be capped at four hours per week. In all cases, the combined total of regular and overtime hours may not exceed 12 hours in a single day.

The increase in allowable overtime limits will also be implemented in stages, as follows:

            May 1, 2026                           9 double-time hours, 4 triple-time hours (no change)

            January 1, 2027                     9 double-time hours, 4 triple-time hours (no change)

            January 1, 2028                     10 double-time hours, 4 triple-time hours

            January 1, 2029                     11 double-time hours, 4 triple-time hours

            January 1, 2030                     12 double-time hours, 4 triple-time hours

A significant number of employers in Mexico already use some form of electronic attendance tracking system. However, the reform now establishes this as a mandatory obligation for employers. Failure to comply may result in fines ranging from 250 to 5,000 Measurement Units (equivalent to approximately $29,327.50 to $586,550.00 Mexican pesos)

Importantly, Mexico’s Department of Labor and Social Welfare will issue general provisions, effective January 1, 2027, defining the scope of application of the electronic attendance system, as well as any applicable exemptions. For example, micro and small businesses may potentially be excluded.

Finally, the Seventh Transitory Article of the decree establishes that the reduction of the workweek may not, under any circumstances, result in a reduction of employees’ wages or benefits.

Employers should review and update their employment documentation, including individual employment agreements, collective bargaining agreements, internal work rules, and company policies. In addition, workforce planning adjustments will be necessary to align shift structures with the phased implementation schedule. The Mexican labor law attorneys at CCN are available to assist with advising and implementing the above legal changes.