Mexico’s president recently signed a decree issuing a constitutional amendment, following approval by Congress and a majority of state legislatures, to reduce the statutory normal workweek from 48 to 40 hours gradually between 2027 and 2030. For the change to be fully enacted, Congress must amend the Federal Labor Law (LFT) accordingly by early June. The forthcoming LFT amendments and implementing regulations may also establish new employer requirements, including mandatory electronic time-tracking and digital recordkeeping to ensure accurate classification and payment of working hours and to strengthen compliance oversight.
Among companies surveyed by WTW, only 20% of offices observe a 48-hour workweek, while a five-day 40-hour workweek is the norm. In contrast, a six-day 48-hour workweek is common in retail (61% of companies) and industrial workplaces (38%). Employers that rely on extended work schedules or continuous operations — such as retail, manufacturing, tourism, logistics and business processing operations — may face a greater need to adjust staffing models, shift structures and overtime practices to comply with the proposed phased reduction. Organizations are encouraged to monitor related developments and assess potential impacts on workforce planning and labor costs, particularly if increased reliance on overtime becomes necessary during the transition.
