Diez de Bonilla Kuri y Asociados
10/12/2025
Proposal to Reduce the Workweek from 48 to 40 Hours
As of December 3, 2025, the Federal Executive submitted a constitutional and statutory reform initiative to gradually reduce the workweek in Mexico.
The initiative proposes the following:
a) Ordinary weekly work schedule of a maximum of 40 hours
- The minimum weekly rest principle remains: at least 1 day of rest for every 6 days worked.
- The daily cap by type of work shift remains: 8 hours for daytime, 7 for nighttime, 7.5 for mixed.
b) Overtime work
- Maintains the criterion of paying overtime with a 100% premium over ordinary time.
- Establishes that overtime may not exceed 12 hours per week, with the possibility of distributing it up to 4 hours per day over a maximum of 4 days.
- If the permitted limit is exceeded: the excess may not be more than 4 hours per week and requires payment of a 200% premium over ordinary hours.
- An additional cap is added: ordinary + overtime work may not exceed 12 hours per day.
- A prohibition is incorporated: minors under 18 may not work overtime.
c) Electronic working-time record (new employer obligation)
- A new obligation is proposed: to electronically record each employee’s working time, including start and end time, and provide it to the authority when requested.
- The STPS would issue general provisions to define the scope of application and exceptions.
d) Transitional provisions (effective dates and gradual implementation)
- Effective date of the reformed Federal Labor Law: May 1, 2026.
- An adjustment period for employers is contemplated from May 1 to December 31, 2026 to adapt processes.
- Gradual reduction of the ordinary workweek:
- Gradual implementation of overtime (weekly cap on overtime hours):
- Provisions on the recordkeeping obligation would enter into force as of January 1, 2027.
Based on the foregoing, we suggest a preventive plan:
1.- Diagnosis of actual working hours and overtime by position/area.
2.- Scenario modeling for 2026–2030 (headcount, shifts, productivity, cost).
3.- Compliance roadmap for electronic recordkeeping (system, policies, internal audit and response to inspections).
Proposal to Reduce the Workweek from 48 to 40 Hours
Diez de Bonilla Kuri y Asociados
10/12/2025
As of December 3, 2025, the Federal Executive submitted a constitutional and statutory reform initiative to gradually reduce the workweek in Mexico.
The initiative proposes the following:
a) Ordinary weekly work schedule of a maximum of 40 hours
- The minimum weekly rest principle remains: at least 1 day of rest for every 6 days worked.
- The daily cap by type of work shift remains: 8 hours for daytime, 7 for nighttime, 7.5 for mixed.
b) Overtime work
- Maintains the criterion of paying overtime with a 100% premium over ordinary time.
- Establishes that overtime may not exceed 12 hours per week, with the possibility of distributing it up to 4 hours per day over a maximum of 4 days.
- If the permitted limit is exceeded: the excess may not be more than 4 hours per week and requires payment of a 200% premium over ordinary hours.
- An additional cap is added: ordinary + overtime work may not exceed 12 hours per day.
- A prohibition is incorporated: minors under 18 may not work overtime.
c) Electronic working-time record (new employer obligation)
- A new obligation is proposed: to electronically record each employee’s working time, including start and end time, and provide it to the authority when requested.
- The STPS would issue general provisions to define the scope of application and exceptions.
d) Transitional provisions (effective dates and gradual implementation)
- Effective date of the reformed Federal Labor Law: May 1, 2026.
- An adjustment period for employers is contemplated from May 1 to December 31, 2026 to adapt processes.
- Gradual reduction of the ordinary workweek:
- Gradual implementation of overtime (weekly cap on overtime hours):
- Provisions on the recordkeeping obligation would enter into force as of January 1, 2027.
Based on the foregoing, we suggest a preventive plan:
1.- Diagnosis of actual working hours and overtime by position/area.
2.- Scenario modeling for 2026–2030 (headcount, shifts, productivity, cost).
3.- Compliance roadmap for electronic recordkeeping (system, policies, internal audit and response to inspections).
