The Reform which was published in the Official Gazette of the Federation on March 3, 2026, amended Article 123 of the Political Constitution of the United Mexican States with the aim of laying the groundwork for the transition to a 40-hour workweek.
As a result of this decree, it was stipulated that the maximum workweek will be 40 hours with at least one day off, with an express prohibition on reducing wages or benefits during its implementation. It is important to note that this change will not take effect immediately, but will be implemented through a gradual, phased transition. The process will begin on January 1, 2027, and from that date, the workweek will be reduced by 2 hours on the first business day of each calendar year until the 40-hour weekly limit is reached in 2030.
Furthermore, the reform establishes that, in extraordinary circumstances requiring the extension of the workweek, the excess working time may not exceed 12 hours per week. Such overtime may be distributed over a maximum of 4 hours per day for 4 days a week. Any hours exceeding this limit will require the employer to compensate the additional hours with a payment equivalent to 300% of the hourly wage. Finally, the absolute prohibition on people under 18 years of age working overtime remains in effect.
Once the constitutional decree takes effect, the Congress of the Union will have 90 days to align the Federal Labor Law. It is in this secondary legislation that the guidelines and rules of application necessary for the proper implementation of the reform will be detailed, thereby clarifying its operational scope.
The period between the entry into force of the reform to the Federal Labor Law and January 1, 2027, constitutes a significant transition phase. During this time, workplaces will be able to assess and implement the structural adjustments necessary to adapt their operational and administrative frameworks to the new parameters of the workday.
At VAHG, we understand that the recent reform of working hours represents a significant change that may create uncertainty for businesses. With the aim of providing effective support, we are prepared to offer comprehensive guidance to our clients in implementing this reform. We have a team of attorneys specializing in Labor Law who will guide you every step of the way. From reviewing internal policies to communicating the changes to employees, we ensure that every aspect is in line with the regulations. If you need more information on how we can support you in implementing the labor reform, please do not hesitate to contact our Attorneys.
| Elvia Ríos Saldaña|Partner
Labor Law +52 (33) 38171731 Ext. 228|erios@vahg.mx |
Luis Andrés Estrada Intriago | Senior Associate
Labor Law +52 (33) 38171731 Ext. 224 | lestrada@vahg.mx |
Alvaro Hernández de la Torre |Paralegal
Labor Law
+52 (33) 38171731|pasantes@vahg.mx
**The publication of this document does not constitute legal, accounting or professional advice of any kind, nor is it intended to be applicable to particular cases. This document refers to laws applicable in