Mexico 2027 Labor Reform Checklist (40-Hour Workweek)

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1. Know the schedule

Confirm the maximum ordinary weekly hours for each year: 48 (2026), 46 (2027), 44 (2028), 42 (2029), 40 (2030).
Note that the reduction begins on January 1, 2027, and that wages and benefits cannot be lowered because of it.
Name one owner in HR or legal who tracks the reform and its secondary regulations.

2. Audit your current setup

List every shift pattern, by site, and the weekly hours each one produces today.
Review employment contracts and the internal work regulations (reglamento interno) for hour clauses.
Identify roles with regular overtime and measure how much.
Check which sites still record attendance manually or on paper.

3. Overtime and payroll

Review how overtime is authorized, recorded and paid, including the double and triple rates and their limits.
Model the payroll impact of shorter ordinary hours under your current schedules.
Confirm that your payroll provider can apply the new yearly limits.

4. Time control and systems

Confirm that your time-control system can show hours worked per employee, per week, against the new limit.
Find out whether electronic recording will be required by the secondary rules; analysts consider it likely, but confirm with counsel.
Keep clear, exportable records for labor inspections.

5. Communicate and prepare

Plan how you will explain the new schedules to employees and supervisors.
Define who approves schedule changes at each site.
Schedule a legal review of your plan with Mexican labor counsel.

6. Keep watching

Track the secondary legislation and any rules from the labor ministry (STPS) on time recording.
Review your plan again before January 1 of each year through 2030.

Not legal advice. This checklist is general information based on public summaries of the reform, last reviewed October 2026. Rules, secondary regulations and effective dates can change. Confirm every decision with Mexican labor counsel.

Mexico 2027 labor-reform readiness checklist.