Introduction
The reform published in the Official Gazette of the Federation on May 1, 2026, establishes a gradual reduction of the weekly work schedule from 48 to 40 hours, to be implemented progressively between 2026 and 2030. This modification represents one of the most significant labor changes in Mexico in recent decades.
The reform introduces new employer obligations, including electronic time tracking, adjustments to overtime calculations, and specific prohibitions to protect workers’ rights during the transition.
“A historic change in Mexican labor legislation”
Key aspects of the reform:
- Weekly schedule: From 48h (2026) to 40h (2030).
- Mandatory electronic registration: Starting January 2027.
- New limits and overtime payments.
- Prohibition of reducing salaries or benefits.
- Adjustment period: May–December 2026.
This bulletin presents a detailed analysis of the implications and recommendations for your company.
Gradual Reduction of the Weekly Work Schedule
The reform establishes a progressive reduction of the maximum weekly work schedule, implemented gradually over five years:
- 2026: 48 hours per week (current)
- 2027: 46 hours per week
- 2028: 44 hours per week
- 2029: 42 hours per week
- 2030: 40 hours per week (final goal)
“Gradual reduction from 48 to 40 hours per week between 2026 and 2030”
Daily Workday – No Changes
Daily workday limits remain unchanged in accordance with the Federal Labor Law:
- Day Shift: 8 hours maximum
- Night Shift: 7 hours maximum
- Mixed Shift: 7.5 hours maximum
Important: The reduction applies only to the weekly total. Employers must reorganize shifts and schedules to comply with the new weekly limits without exceeding the established daily maximums.
Effective Date: The provisions take effect as of May 1, 2026, with gradual implementation according to the established calendar.
Overtime and Electronic Registration
Weekly overtime limits:
- 2026-2027: maximum 9 hours per week
- 2028: maximum 10 hours per week
- 2029: maximum 11 hours per week
- 2030: maximum 12 hours per week
Mandatory Electronic Registration
As of January 1, 2027, all employers must implement an electronic attendance control system that records:
- Time of entry
- Time of exit
- Access available to the labor authority
“Timely compliance avoids costly sanctions”
Sanctions for non-compliance:
- Fine: 250 to 5,000 UMA per affected worker.
Overtime payment scheme:
- First tier: +100% over ordinary salary.
- Excess hours: +200%.
- Absolute daily limit: 12 hours.
Recommendation: Begin the selection of electronic registration system providers during 2026 to ensure implementation before the deadline. The labor authority may request remote access to records at any time during inspections.
Prohibitions and Recommendations
Legal Prohibitions:
- Do not reduce salary or benefits due to the reduction in work hours.
- May–December 2026 period: mandatory adjustment phase.
Immediate Recommendations:
- Review shifts and staffing for 2027.
- Evaluate the impact on labor costs.
- Update contracts and internal policies.
- Select an electronic registration provider.
- Identify areas with operational risk.
Implementation Summary
| Year | Maximum weekly schedule | Permitted overtime | Key obligations | Risks of non-compliance |
| 2026 | 48 h | 9 h | Operational adjustment; shift review; 2027 planning | Fines for excessive work hours; individual lawsuits |
| 2027 | 46 h | 9 h | Implement electronic registration (January 2027); adjust staffing | Fines of 250–5,000 UMA; STPS inspections |
| 2028 | 44 h | 10 h | Annual review of roles and costs; contract updates | Risk of recurring overtime |
| 2029 | 42 h | 11 h | Operational optimization; redesign of critical shifts | Increase in overtime costs; sanctions |
| 2030 | 40 h | 12 h | Consolidation of the new scheme; internal audit | High risk due to structural non-compliance |
“Proactive compliance is the best business strategy”
