Yesterday, March 3, 2026, the Decree amending the Political Constitution of the United Mexican States regarding the reduction of working hours was published. As a result of this Decree, the following provisions were amended at the constitutional level: The working week will be reduced from the current maximum of 48 hours to 40 hours, per […]
Yesterday, March 3, 2026, the Decree amending the Political Constitution of the United Mexican States regarding the reduction of working hours was published.
As a result of this Decree, the following provisions were amended at the constitutional level:
- The working week will be reduced from the current maximum of 48 hours to 40 hours, per week.
- The reduction in working hours will be implemented gradually, at a rate of 2 hours per year, until reaching 40 hours in 2030. The first reduction will take place on January 1, 2027, and will continue as follows:
Year
Working Week 2026
48 hours
2027
46 hours
2028
44 hours
2029
42 hours
2030 40 hours
- The provisions regulating overtime are amended, establishing the possibility of working up to 12 hours of overtime per week (with a limit of 4 hours per day, on a maximum of 4 days per week), unlike the current regulation, which allows a maximum of 9 hours per week.
- Overtime work for minors (under 18 years of age) is prohibited.
- The reduction in working hours will not entail a reduction in wages or benefits.
El Decreto entró en vigor el día de su publicación en el Diario Oficial de la Federación (es decir, 3 de Marzo de 2026). El Congreso de la Unión deberá realizar las reformas a la legislación secundaria, incluyendo la Ley Federal del Trabajo, en un plazo de 90 días a partir de la publicación del Decreto.
The Decree entered into force on the day of its publication in the Mexican Official Gazette (i.e., March 3, 2026). The Mexican Congress must amend secondary legislation, including the Mexican Federal Labor Law, within 90 days of the publication of the Decree.
In this context, companies will need to analyze and carry out a strategic and operational reconfiguration of working time, accompanied by a comprehensive review of their labor documentation. From an operational perspective, it will be necessary to anticipate adjustments in shift planning, rest schedules, overtime control and payment, workload distribution, and productivity targets. Likewise, it will be essential to review and, where appropriate, amend individual employment contracts (for both current employees and new hires), collective bargaining agreements, internal work regulations, employee handbooks, attendance control policies, and other documentation related to working hours, rest periods, and overtime. In the labor-relations sphere, it will be advisable to anticipate dialogue and negotiation processes with unions to agree on the necessary operational and economic adjustments.
For more information, please feel free to contact Francisco Peniche Beguerisse and/or Julio Álvarez Ortega at:
Tel: (52-55) 4748-0600
julio.alvarez@creel.mx