Mexico Compliance Guide: Employment & Payroll, Tax & Regulations
Key Law Terms Overview in Mexico
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Regulation Updates in Mexico
Discover the latest employment and compliance updates in Mexico — helping you stay ahead in a changing regulatory landscape.
Decree Amending and Adding Various Provisions of the Federal Labor Law and the Federal Copyright Law, Regarding the Rights of Performing Artists
What it is: A decree amending and adding provisions of the Federal Labor Law and the Federal Copyright Law regarding the rights of performing artists, including new obligations for employers.
What it changes: Employers must provide appropriate dressing rooms and must stipulate specific remuneration and consent terms for the use of artists’ image or voice by artificial intelligence or other technology, creating new employer obligations under mandatory benefits in the Federal Labor Law.
Who is affected:
- Employers
What employers should do:
- Ensure provision of appropriate dressing rooms for performing artists.
- Include stipulations on remuneration and consent for use of artists’ image or voice by artificial intelligence or other technology.
Notes: Effective month: 2026-05. Manual verification recommended.
Decree Reforming, Adding and Repealing Various Provisions of the Federal Labor Law
What it is: A federal decree reforming the Federal Labor Law introduces changes to working time, including a gradual reduction of maximum weekly working time to 40 hours, and new obligations for employers to implement an electronic time registry and revised overtime rules.
What it changes: The policy changes establish a 40-hour maximum weekly work limit and require an electronic timekeeping system, along with updated overtime rules, creating new employer obligations related to working time and timekeeping that affect payroll and compliance operations.
Who is affected:
- Workers
- Employers
What employers should do:
- Implement an electronic time registry system
- Prepare for updates to overtime rules and payroll processes
- Ensure compliance with the new working time and timekeeping requirements
Notes: Effective month: 2026-05. Manual verification recommended.
Decree Amending, Adding and Repealing Various Provisions of the Federal Labor Law Regarding Reduction of the Workweek
What it is: A federal decree amending the Federal Labor Law to implement a gradual move to a 40-hour workweek, including new employer obligations related to working time.
What it changes: It harmonizes secondary law to reduce the workweek to 40 hours and imposes new employer obligations on how working time is recorded and managed, including changes to overtime limits that must be operationalized.
Who is affected:
- Workers
- Employers
What employers should do:
- Prepare to implement the updated standards for the 40-hour workweek and revised overtime limits.
- Establish or update electronic time-recording processes to comply with the new working time obligations.
Notes: Effective month: 2026-04. Manual verification recommended.
Reform to the Federal Labor Law on Workweek Reduction and Electronic Timekeeping
What it is: A reform of the Federal Labor Law requiring a gradual reduction of the workweek to 40 hours and mandating the implementation of electronic time-recording systems by employers.
What it changes: The policy introduces a phased path to a 40-hour workweek and establishes an obligation for employers to adopt electronic timekeeping, with new requirements related to working time and employer record-keeping.
Who is affected:
- Employers (as the entities required to implement electronic time-recording systems and adapt to the reduced workweek).
What employers should do:
- Prepare to implement an electronic time-recording system as mandated.
- Align scheduling and records management practices with the new working time and record-keeping requirements.
Notes: Effective month: 2026-05. Manual verification recommended.
Decree amending Articles 59, 61 and 69 of the Federal Labor Law regarding reduction of the working day
What it is: A proposed decree amends the Federal Labour Law to reduce the working day by establishing a maximum 40-hour workweek and a five-day workweek with two days of rest, without reducing wages.
What it changes: It introduces a maximum 40-hour workweek and a five-day workweek with two days of rest, while maintaining current wage levels.
Who is affected:
- Workers or employers explicitly mentioned or clearly implied by the policy summary.
What employers should do:
- Prepare for the transition to a 40-hour, five-day workweek with two days of rest while keeping wages unchanged.
- Review scheduling practices to align with a 40-hour maximum weekly limit and ensure compliance with the new structure once effective.
Notes: Effective month: 2026-02. Manual verification recommended.