Mexico has formally initiated the process to reduce the statutory workweek following the publication of the constitutional reform in the Diario Oficial de la Federación (DOF) on March 3, 2026.
The reform had previously been approved by both chambers of Congress and ratified by the majority of state legislatures and Mexico City. With its publication in the DOF, the constitutional amendment has now entered into force and the implementation process has officially begun.
Gradual Implementation Timeline
The reform establishes a gradual reduction of the workweek beginning in January 2027, with the objective of reaching a 40-hour workweek by 2030.
During 2026, the current statutory workweek of 48 hours will remain in place.
The reduction schedule will be implemented as follows:
- January 1, 2027: 46-hour workweek.
- January 1, 2028: 44-hour workweek.
- January 1, 2029: 42-hour workweek.
- January 1, 2030: 40-hour workweek.
Secondary Legislation
Following publication of the constitutional reform, Congress now has a 90-day period to issue or amend the Federal Labor Law and other secondary legislation in order to regulate the specific mechanisms for implementing the reform.
These regulations are expected to address several operational aspects, including:
- Electronic timekeeping and working-time records.
- Detailed overtime limits and distribution.
- Transition rules for employers.
- Compliance and inspection mechanisms.
Overtime Limits
According to the current constitutional text, overtime will be limited to 12 hours per week, which may be distributed up to 4 hours per day during a maximum of four days.
Compensation will remain structured as follows:
- First 12 overtime hours: paid at 100% premium (double pay).
- Exceeding the weekly limit: paid at 200% premium (triple pay).
The reform also contemplates a maximum of four triple overtime hours per week.
2026: Transition Year for Employers
The remainder of 2026 will effectively operate as a transition period for employers to evaluate operational impacts and prepare their organizations for the gradual reduction of working hours.
Companies should begin assessing how the reform may affect:
- Workforce planning.
- Shift structures.
- Productivity metrics.
- Labor costs.
- Compliance documentation.
Recommended Next Steps
We recommend that companies begin preparing during 2026 by considering the following actions:
- Anticipate the transition and develop a gradual adaptation strategy.
- Evaluate current working schedules and their impact on productivity, costs, and compliance.
- Update internal labor documentation, including employment agreements, internal policies, and work rules.
- Review shift structures and workloads to maintain operational efficiency while ensuring compliance.
We will continue monitoring legislative developments and will provide updates once the secondary legislation is issued.
Should you wish to discuss how this reform may impact your operations in Mexico, we would be pleased to schedule a call to review the implications and possible strategies.
Contact
Gerardo Valencia
Adrián Pérez
Sandra Chávez
THE ABOVE IS PROVIDED FOR GENERAL INFORMATIONAL PURPOSES ONLY AND HAS BEEN PREPARED BY PROFESSIONALS IN RELATION TO THE REFERENCED SUBJECT MATTER. THIS DOCUMENT ONLY REFERS TO LAWS APPLICABLE IN MEXICO. WHILE EVERY EFFORT HAS BEEN MADE TO PROVIDE ACCURATE INFORMATION, NO LIABILITY IS ASSUMED FOR ERRORS OR OMISSIONS. THIS DOCUMENT DOES NOT CONSTITUTE LEGAL, ACCOUNTING, OR OTHER PROFESSIONAL ADVICE.
