The Senate of the Republic published in the Parliamentary Gazette on February 11 the approved bill for constitutional reform regarding the reduction of the workweek. This bill stems from the reform initiative submitted by the President of the Republic on December 3, 2025. Although it represents significant progress, the final text is still pending approval by the Chamber of Deputies, and therefore its content may be subject to modification during the legislative process.
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On the occasion of the beginning of the year 2026, we share with you the key issues to consider in labor matters.
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Following the reform to the Federal Labor Law (“LFT”) regarding subcontracting, the Ministry of Labor and Social Welfare (“STPS”) has issued a series of provisions and guidelines, through the General Directorate of Federal Labor Inspection (“DGIFT”), to oversee and promote compliance with labor regulations.
In this context, on November 24, 2025, the STPS published the Inspection Protocol on Subcontracting (the “Protocol”), which aims to describe the procedure and indicators federal labor inspectors must apply to verify legal compliance, establishing guiding criteria regarding regulatory scope and the actions of the labor authority in carrying out its oversight duties in this area.
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Nos complace compartir el artículo, escrito por nuestro socio Emilio Garzón, recientemente publicado en la 17ª Edición de The Legal Industry Reviews (Junio 2025).
¿Está tu empresa preparada para una inspección laboral?
En México, las inspecciones por parte de la Secretaría del Trabajo y Previsión Social (STPS) se han vuelto más frecuentes y rigurosas, especialmente en su modalidad extraordinaria. Estas visitas pueden tener implicaciones importantes tanto legales como económicas para los centros de trabajo.
En este artículo, nuestro Socio Emilio Garzón de Marván, González Graf y González Larrazolo analiza a fondo el procedimiento de inspección laboral, los plazos clave, las posibles sanciones y las mejores prácticas para que las empresas estén preparadas y puedan actuar con oportunidad.
Te invitamos a leer el análisis completo y conocer cómo enfrentar una eventual inspección de forma informada y estratégica.a manera en que se gestionan los despidos en México. ¿Cómo afectará esto a trabajadores y empleadores? ¡Descúbrelo en el artículo completo! (página 58).
During the first quarter of the year, several reforms to labor legislation were published, among other provisions in the field, reigniting legislative debate on various initiatives planned for implementation. In this newsletter, we share with you relevant legislative updates, legal criteria, and pending initiatives.
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During the first quarter of the year, several reforms to labor legislation were published, among other provisions in the field, reigniting legislative debate on various initiatives planned for implementation. In this newsletter, we share with you relevant legislative updates, legal criteria, and pending initiatives.
Continue reading
Nos complace compartir el artículo, escrito por nuestro socio Santiago Marván Urquiza, recientemente publicado en la 16ª Edición de The Legal Industry Reviews (Febrero 2025).
La Segunda Sala de la Suprema Corte de Justicia ha confirmado la validez de la reforma al artículo 47 de la Ley Federal del Trabajo (LFT), estableciendo que la falta de entrega del aviso de despido solo genera una presunción de despido injustificado, pero permite que el patrón pueda demostrar lo contrario.
Históricamente, la LFT exigía a los empleadores entregar un aviso escrito a los trabajadores despedidos, y su omisión implicaba que el despido se considerara injustificado. Sin embargo, con la reforma de 2019 y la reciente resolución de la Suprema Corte, se flexibiliza el proceso para los patrones, permitiéndoles justificar el despido en juicio aún sin haber entregado el aviso por escrito.
¿Qué significa esto?
Ésta decisión impacta directamente en las relaciones laborales y en la manera en que se gestionan los despidos en México. ¿Cómo afectará esto a trabajadores y empleadores? ¡Descúbrelo en el artículo completo!
Minimum Wage. On December 4th, it was announced that the minimum wage increase for 2025 will be 12%. Starting January 1st, 2025, the general minimum wage will be $278.80 MXN per day, and $419.88 MXN per day for the Free Zone of the Northern Border ("ZLFN").
The increase in the general minimum wage was calculated by applying a 6% increase to the amount resulting from the sum of the current 2024 minimum wage plus the "Independent Recovery Amount" ("MIR"). The MIR is a fixed amount established as part of the government’s policy to recover the purchasing power of the minimum wage and should not be used as a reference for setting other wages, such as contractual ones.
The 12% increase also applies to professional minimum wages, which cover a total of 61 professions, trades, and occupations.
En los últimos años, el salario mínimo se ha incrementado en mayor medida en comparación con años anteriores, por lo que este último incremento fue reservado:
These increases are intended to make progress toward the goal that by 2030, every worker will be able to afford 2.5 times the cost of the basic basket of goods.
On the international level, since 2023, Mexico has surpassed the average of general minimum wages in Latin America, and the increase for 2025 could be the largest in the region for that year. This decision is important for maintaining the positioning and competitiveness of wages in the country.
Chair Law. On December 4th, the Mexican Senate approved a legislative initiative with a decree project to amend various articles of the Federal Labor Law regarding the right to rest during the workday (known as the “Chair Law”). This marks the end of the legislative process in the Congress of the Union, with publication in the Official Journal of the Federation ("DOF") still pending.
Con esta reforma se reconoce y protege el derecho de los trabajadores al descanso en un asiento con respaldo durante la jornada laboral, reafirmando la prohibición a los patrones de obligar a sus trabajadores a permanecer de pie durante su jornada de trabajo y prohibir que tomen asiento periódico durante la jornada, generando la obligación a los patrones de proveer número suficiente de asientos o sillas con respaldo para todos sus empleados trabajadores en sectores de servicios, comercio y centros de trabajo análogos para la ejecución de sus funciones o para el descanso periódico durante la jornada de trabajo.
In cases where it is not possible to provide seating due to the nature of the work, designated areas should be set up for this purpose, with rest periods for their use.
The new provisions are expected to become mandatory by mid-2025. Before this deadline, the Ministry of Labor must issue the corresponding Norms (NOMs) to define and specify the conditions under which chairs and seats must be provided, as well as the specific obligations arising from this regulation.
On June 8, a reform to the General Law to Prevent, Punish and Eradicate Crimes in Connection With Human Trafficking and for the Protection and Assistance to Victims went into effect, as of which working hours that exceed, on a permanent basis, the limits established in the Federal Labor Law will be considered as labor exploitation and may be sanctioned with imprisonment and fines.
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The legislative transformation resulting from the TMEC negotiations, the impact of the minimum wage increase, collective bargaining, and the labor legislative agenda for 2024.
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