Labor & Employment Outlook 2026

​LABOR & EMPLOYMENT OUTLOOK – MEXICO 2026
​Regulatory landscape, current reforms, and relevant labor initiatives for 2026

​2026 is shaping up to be a year of significant changes and adjustments in labor matters in Mexico. Reforms already in force, new inspection criteria issued by the labor authorities, and various legislative initiatives under discussion are redefining the organization of work and the obligations of workplaces. Below is an executive overview for 2026.
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​1. “Chair Law” (Ley Silla)
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​The so-called “Chair Law” is now enforceable. Its main obligations began to take effect in June 2025, and all of its provisions have been in force since December 15, 2025. In general terms, this reform requires workplaces to guarantee adequate rest conditions, including the availability of suitable seating when the nature of the position allows it. It is not enough to simply “purchase chairs,” as the focus is usually on evidence of implementation (usage criteria, breaks, designated areas, internal communication, and consistency with internal regulations and policies).
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​2. Inspection Protocol on Subcontracting – REPSE (Ministry of Labor – STPS)
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​The Ministry of Labor (STPS) issued the Inspection Protocol on Subcontracting, thereby standardizing how inspections are carried out to verify compliance in schemes involving specialized services or works. This protocol is relevant because it raises the level of scrutiny: inspections are no longer limited to reviewing isolated documents, but rather tend to contrast actual operations versus documentation and to review traceability (contracts, evidence of services rendered, personnel involved, reports, and verification of the specialized nature of the services).
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​3. Labor equality and violence-free workplaces
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​On January 15, 2026, a Decree was published in the Federal Official Gazette reforming the Federal Labor Law to strengthen substantive equality between women and men and to promote workplaces free of discrimination and violence. These provisions entered into force the day following their publication. The reforms reinforce the employer’s obligation to guarantee working conditions based on equality, prevent acts of violence or harassment, and train personnel on human rights and the prevention of workplace violence. In this context, it is advisable for workplaces to review and update their internal policies and response protocols in order to align them with the new legal framework and reduce contingencies in future inspections.
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​4. Reduction of the workweek
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​The reduction of the workweek to 40 hours continues to position itself as one of the most relevant labor reforms under discussion. Although its final approval is still pending, institutional signals suggest that this change is likely to occur, foreseeably through a gradual implementation. For workplaces, this initiative represents a significant operational and financial challenge, particularly in sectors with shift-based schemes, continuous operations, or intensive workloads. Anticipating this scenario through internal diagnostics will allow companies to assess alternatives and minimize impacts once the reform is formally adopted.
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​5. Initiative to grant a day off on employees’ birthdays
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​Recently, a bill was introduced to amend the Federal Labor Law to recognize employees’ birthdays as a mandatory day of rest. While the proposal has generated public attention, it is currently at an early stage of the legislative process and does not constitute an enforceable obligation. From a practical standpoint, this is an initiative that has generated confusion and faces significant challenges to its approval. Employers are advised to handle this topic cautiously in internal communications, avoiding the creation of expectations that lack legal support.
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​6. Outlook for labor law in Mexico – 2026
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​Beyond specific reforms, 2026 is shaping up to be a year of consolidation in labor matters. Authorities have strengthened their inspection and monitoring tools, while Congress maintains an active agenda on issues related to working time, well-being, and new forms of service provision. For workplaces, this environment requires increased attention to planning, regulatory compliance, and proper documentation of labor practices—not only as a reactive exercise, but as part of a preventive strategy.
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​In light of this landscape, it is advisable for companies to review their internal policies and anticipate potential regulatory changes. At Zubieta & Landa, Elizondo, we remain attentive to the evolution of the labor framework and are available to assist you with the review of contracts and internal policies, as well as with the design of compliance strategies

​Sincerely,
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​Gabriel Zubieta y Landa Ortiz
​gabriel@zubietaylanda.com
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​Iván Elizondo Gámez
​elizondo@zubietaylanda.com
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​Roberto C. González Ávila
​rcgonzalez@zubietaylanda.com
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​Marco Marchand Aceves
​marcom@zubietaylanda.com
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​Gabriel Zubieta y Landa Corona
​gcorona@zubietaylanda.com
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​The information contained in this note does not constitute, nor is it intended to constitute, legal advice on the matters discussed herein. It is provided solely for general informational purposes. For legal advice regarding a specific matter, please contact any of our attorneys.