Mexico’s Labor Law in 2026: Key Developments Include Workplace Violence Prevention and 40-Hour Workweek

Quick Hits

• Employers must provide mandatory training on preventing workplace violence.
• An amendment to the Federal Labor Law that would gradually reduce the standard workweek to forty hours by 2030 is making advances through the legislature, and if enacted, will enter into force on May 1, 2026.

Workplace Violence Prevention Amendments Now in Effect

On January 15, 2026, a decree was published in the Official Gazette of the Federation (Diario Oficial de la Federación (DOF)) reforming several laws, including the Federal Labor Law. These reforms focus on preventing workplace violence and discrimination and have a special focus on protecting women.

Employers must:

1. ensure work environments are free from discrimination and violence;
2. guarantee substantive equality between women and men; and
3. provide mandatory training on preventing violence, especially against women.

The reform also establishes a joint obligation for both employers and employees to maintain violence-free workplaces.

The Forty-Hour Workweek Amendment

On February 10, 2026, Senate of the Republic committees unanimously approved the forty-hour workweek amendment and on February 11, 2026, it was discussed and approved in the plenary session of the Senate. Hence, the project will continue its legislative course to the Chamber of Deputies. With the current administration’s supermajorities in both chambers, final approval is widely expected this year.

If the project is approved as currently drafted, the key takeaways are:

1. the constitutional amendment would enter into force on May 1, 2026 (Labor Day in Mexico);
2. reduction of the work schedule will be gradual, beginning January 1, 2027 (forty-six hours), followed by forty-four hours in 2028, forty-two in 2029, and reaching forty hours by 2030;
3. no wage reductions—wages would remain as they are currently;
4. no difference on shifts (day, mix, night);
5. two minimum rest days;
6. a revised overtime framework with enhanced pay rates; and
7. a requirement for employers to implement electronic time tracking.

The amendment is not final yet, but employers may want to start planning for compliance with the various provisions since approval is almost certain.

Ogletree Deakins’ Mexico City office will continue to monitor developments and will provide updates on the Cross-Border, Mexico, Wage and Hour, and Workplace Violence Prevention blogs as additional information becomes available.

Pietro Straulino-Rodríguez is the managing partner of the Mexico City office of Ogletree Deakins.

Natalia Merino Moreno is an associate in the Mexico City office of Ogletree Deakins.

María José Bladinieres is a law clerk in the Mexico City office of Ogletree Deakins.

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