20 Jun Chair Law
On December 19th, 2024, the so-called “Ley Silla” was approved and entered into force 180 days after its publication; therefore, its provisions have been mandatory since June 17th, 2025.
Purpose: The “Ley Silla” aims to address health issues associated with prolonged standing, a common issue in various industrial and service sectors across the country.
1.Scope of the Reform.
This legislative amendment establishes that employers with establishments, stores, or commercial premises must ensure that:
- Employees have access to adequate seating (with backrests) that allows them to perform their duties under optimal ergonomic conditions, to the extent allowed by the nature of the job. Employers are required to provide back-supported chairs or make necessary infrastructure adjustments to ensure that employees can rest properly during their workday.
- In cases where work cannot be performed while seated, employers must justify this technically and implement mechanisms allowing employees to take compensatory rest periods.
- It is expressly prohibited to force employees to remain standing throughout the entire workday or to forbid them from sitting periodically. During their tasks, options for sitting must be made available.
- Rest, hydration, and recovery areas must be implemented for employees.
- Mandatory rest/break periods must be designated during the workday.
2. Key Points
- Rest periods: It is essential to define rest areas, schedules, and responsibilities, all of which must be formally documented and aligned with ergonomic justifications and operational needs.
- Internal policy updates: Companies must update their Internal Work Regulations to include provisions on seating usage, rest periods, and access to recovery areas, ensuring these are registered with the labor authorities.
3. Recommended Actions
To ensure compliance with the new provisions of the “Ley Silla,” we recommend the following:
1. Full ergonomic assessment: Identify which positions require seating and which do not, based on detailed ergonomic analysis.
2. Training and awareness: Train staff on the new provisions and how they support occupational well-being.
3. Ongoing supervision: Implement a monitoring program to ensure proper and consistent enforcement of the new measures.
4. Proactive communication: Inform employees of the changes through official channels to foster understanding and compliance.
5. Acquisition of proper equipment: Provide chairs with back support that meet ergonomic standards.
6. Specialized services: Although the reform does not specifically address how chairs should be provided for outsourced or specialized personnel, companies should engage with their service providers to ensure rest instructions are issued to such personnel directly.
4. Penalties
Failure to comply with the provisions of the “Ley Silla” may result in fines ranging from MXN $25,935 to $259,350 (based on the current value of the Unit of Measurement and Update) and may even lead to the temporary suspension of business operations for repeated violations.
For any questions or additional information, please contact our Labor & Employment Law team.
Contact
Gerardo Valencia
Adrián Pérez Pastrana
Alejandro Miranda
HE ABOVE IS PROVIDED AS GENERAL INFORMATION PREPARED BY PROFESSIONALS WITH REGARD TO THE SUBJECT MATTER. THIS DOCUMENT ONLY REFERS TO THE APPLICABLE LAW IN MEXICO. WHILE EVERY EFFORT HAS BEEN MADE TO ENSURE ACCURACY, NO RESPONSIBILITY CAN BE ACCEPTED FOR ERRORS OR OMISSIONS. THE INFORMATION CONTAINED HEREIN SHOULD NOT BE RELIED ON AS LEGAL, ACCOUNTING OR PROFESSIONAL ADVICE BEING RENDERED.