On March 3, 2026, the Decree amending Sections IV and XI of Subsection A of Article 123 of the Political Constitution of the United Mexican States, regarding the reduction of the workweek, was published in the Official Gazette of the Federation.
This reform entered into force on March 4, 2026, and is mandatory throughout the national territory.
The constitutional amendment aims to progressively reduce the weekly working hours, with the objective of improving the living conditions, health, and well-being of workers.
The reform establishes that the maximum weekly working hours will be progressively reduced until reaching 40 hours, according to the following schedule:
| Year | Maximum Weekly Working Hours |
|---|---|
|
2026 |
48 hours |
|
2027 |
46 hours |
|
2028 |
44 hours |
|
2029 |
42 hours |
|
2030 |
40 hours |
During the transition period, companies must gradually adjust their work schemes in order to comply with the new limits on working hours.
The reform also reaffirms the constitutional rules applicable to overtime work:
The first overtime hours must be paid with a 100% additional payment over the ordinary hourly wage (double pay).
Overtime work may not exceed 12 hours per week.
Such hours may be distributed up to four hours per day, within a maximum of four days per week.
If the 12-hour weekly overtime limit is exceeded, the employer must pay a 200% additional payment over the ordinary hourly wage (triple pay).
Likewise, it is established that individuals under eighteen years of age may not perform overtime work.
The reform entails organizational and operational adjustments for workplaces, including:
Review of collective bargaining agreements, where applicable.
Adjustment of job classification tables and salary structures.
Redesign of work schedules, shifts, and operational schemes.
Update of individual employment agreements and internal policies.
Evaluation of impacts on productivity and labor costs.
For this reason, it is advisable that companies begin a process of labor review and planning, in order to gradually implement the necessary modifications before the 40-hour workweek is reached.
Yes. The reform entered into force on March 4, 2026, and therefore forms part of the current constitutional framework.
Although during 2026 the legal maximum workweek remains at 48 hours, it is advisable for companies to begin analyzing and adjusting their work structures now, in preparation for the gradual reductions that will begin in 2027.
No. The reduction will be implemented progressively between 2027 and 2030, until reaching the maximum workweek of 40 hours.
Overtime must be compensated in accordance with the provisions of Article 123 of the Constitution:
Up to 12 overtime hours per week: double pay.
Overtime hours exceeding that limit: triple pay.
The gradual reduction of the workweek represents a significant change in the constitutional framework and in the organization of workplaces. Proper planning will allow companies to adapt in an orderly manner, ensuring compliance with the applicable regulations while minimizing labor and operational risks.
At ILC Abogados, we remain available to address any questions, provide personalized legal advice, and support companies in the analysis and implementation of these regulatory changes. Our team is prepared to assist with the review of employment agreements, internal policies, and labor structures in accordance with the new legal framework.
Sincerely,