1. Reduction of the Workweek to 40 Hours. The discussion regarding the labor reform to reduce the weekly work schedule from 48 to 40 hours remains a relevant topic on the Mexican labor agenda. The proposal has already been presented in the Senate and, if approved, may represent a significant transformation in work shift organization, payroll management, and productivity. Companies should consider adapting their work schemes, negotiating with unions, and adjusting individual and collective contracts to the new reality, and consider managing the financial and operational impact of the measure.
  2. Chair Law (Ley Silla). This legislation, which requires employers to provide adequate seating for workers during their shifts, reflects the trend of prioritizing physical well-being and ergonomics in the workplace. It responds to increasing concern for occupational health and requires companies to review and adapt their spaces, processes, and policies, as well as training staff in the correct use of work furniture. Companies might expect additional inspections by labor authorities.
  3. New Employer Obligations Regarding Workplace Harassment and Discrimination. The prevention of workplace discrimination and harassment remains relevant both in regulations and in Mexican organizational culture. The Ministry of Labor and Social Welfare announced increased obligations for employers regarding internal protocols, training, and compliance mechanisms, with the goal of preventing and sanctioning inappropriate conduct in the workplace. The Ministry has also announced plans to strengthen inspections. Companies might consider reviewing their internal policies to help reduce legal and reputational risks.
  4. Extension of Paternity and Maternity Leave and New Medical Permits. The Mexican regulatory framework continues to evolve to expand rights related to work-life balance. It is possible that paternity and maternity leave will be extended and that specific permissions would be introduced to attend medical exams and address mental health. These reforms, aligned with international standards, seek to promote shared family responsibility and the overall well-being of employees. Companies may consider updating their internal regulations, human resources policies, and administrative records to encourage compliance with these rights.
  5. New Inspections, Minimum Wage Increase, and Compliance in Outsourcing. The Federal government has implemented a new inspection protocol for outsourcing, aimed at verifying compliance with current legal provisions. Additionally, an increase in the minimum wage for 2026 has been announced, which, if approved, would impact labor costs and companies’ budget planning. The regulatory environment may require greater attention to compliance, documentation, and the adjustment of specialized services contracts, as well as close monitoring of labor inspections to help avoid penalties and contingencies.
Tags: GT Insight, Labor & Employment, mexico
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Photo of Leslie Palma Leslie Palma

With more than 20 years of employment law experience, Leslie Palma focuses her practice in labor and employment matters, advising clients in the corporate sector. She is a leading labor attorney, who regularly assists international clients in the workplace strategies of their Mexican…

With more than 20 years of employment law experience, Leslie Palma focuses her practice in labor and employment matters, advising clients in the corporate sector. She is a leading labor attorney, who regularly assists international clients in the workplace strategies of their Mexican operations.

Leslie is well known for her vast experience assisting clients in all aspects related to the transfer of employees and standardization of benefits. Ms. Palma also advises domestic and foreign companies on labor and employment due diligence, executive compensation, employee benefits, labor management relations, non-compete agreements, workforce reductions, among other labor issues. Also, she is an experienced litigator who focuses her practice on managing complex engagements, including individual and collective bargaining labor procedures in a national level.

In addition, Leslie also frequently counsels’ clients faced with complex problems on the implementation of labor structures, compliance investigations, internal labor regulation, employee handbooks, labor restructuring and collective bargaining agreements. She guides clients through the development and implementation of employment policies confidentiality agreements and labor & employment contracts.

Prior to joining Greenberg Traurig, Ms. Palma worked for several international law firms in Mexico and was in-house counsel for an international retailer company.

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Photo of Jorge Andazola Jorge Andazola

Jorge Andazola has deep experience advising local and foreign companies on labor issues. His practice is focused on the implementation of labor structures, internal labor regulations, employee manuals, compliance research, restructuring, company labor disputes, and other labor issues faced by clients. Jorge conducts…

Jorge Andazola has deep experience advising local and foreign companies on labor issues. His practice is focused on the implementation of labor structures, internal labor regulations, employee manuals, compliance research, restructuring, company labor disputes, and other labor issues faced by clients. Jorge conducts corporate audits and labor inspections, advises on employment contracts, and consults on Mexican Official Standards. He also trains human resources personnel on labor issues and manages relations with trade unions.

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Photo of Karla Copka Karla Copka

Karla Copka is a member of the Labor and Employment Practice in Greenberg Traurig’s Mexico City office. Karla has more than 9 years of experience advising foreign and local clients in labor and employment matters in the corporate sector, as well as in…

Karla Copka is a member of the Labor and Employment Practice in Greenberg Traurig’s Mexico City office. Karla has more than 9 years of experience advising foreign and local clients in labor and employment matters in the corporate sector, as well as in individual processes.

Karla has represented companies in negotiations before the Federal Attorney for the Defense of Labor (Procuraduría Federal de la Defensa del Trabajo) and on labor litigation matters before the Federal and Local Labor Boards in Mexico, including amparo proceedings. She has in-depth knowledge of issues related to executive compensation and employee benefits, labor management relations, downsizing, and helping companies manage workforce changes.

Ms. Copka also advises clients on the implementation of employment structures, compliance investigations, internal labor regulation, employee handbooks, labor restructuring and terminations, and employment contracts.

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