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Hiring in Mexico
Background checks in Mexico
Hiring employees in Mexico
Language used in Mexico
Corporate presence requirements and payroll processing in Mexico
Global expansion made easy
Employer of Record (EoR) in Mexico
Mexico has become an increasingly attractive destination for companies looking to expand their teams. Its strategic location, bridging North and South America, provides convenient time zone alignment with major global markets, making real-time collaboration easier and seamless.
The country boasts a highly skilled and diverse talent pool, particularly in industries like technology, customer service, and engineering, offering expertise at competitive costs.
But hiring talent in the country is not easy task. You need to set up an entity to hire and engage with talent, a process that is often costly and time-consuming. That is why many companies are leveraging Employer of Record (EoR) services to hire talent in Mexico quickly and compliantly.
What is an Employer of Record?
An Employer of Record (EoR) is a third-party organisation that helps employees in a country where they do not have a legal entity or local subsidiary. The EoR serves as the legal employer for the workers, taking care of all administrative and compliance-related responsibilities, while the hiring company manages the employees’ day-to-day tasks and performance.
This means companies can quickly onboard talent without the need to establish a legal entity, enabling them to focus on other important aspects of the business.
Choosing a reliable Employer of Record (EOR) provider, such as CXC, ensures a smooth and hassle-free global hiring process. With their deep understanding of local labour laws, tax compliance, and employment practices, they help ensure your international hires are managed legally and effectively. This allows businesses to confidently enter new markets, streamline operations, and stay focused on achieving their strategic goals.
Hiring in Mexico
When hiring in Mexico, you need to keep in mind that the Mexican labour laws have strong regulations to protect employees. As an employer, you must adhere to regulations on contracts, working hours, benefits (such as health insurance and paid vacations), and termination procedures to avoid legal complications.
To attract top talent in Mexico, offering competitive salaries and benefits, such as bonuses, meal vouchers, and transportation allowances, can help you stand out in the competition. In addition, many Mexican workers value job stability and long-term opportunities. Providing clear career paths and emphasising job security can make positions more appealing.
While many professionals in urban areas speak English, ensuring job postings and communication are available in Spanish will broaden the talent pool and demonstrate respect for local norms.
Hiring remote workers in Mexico
There are various aspects you need to consider when hiring remote workers in Mexico, including:
- Legal compliance: Before engaging with remote workers, you must clearly define whether the worker is an employee or an independent contractor to avoid misclassification, as this impacts tax obligations and labour law compliance. Remote workers in Mexico are protected under Mexican labour laws, which mandate fair treatment, payment of benefits, and adherence to health and safety standards even for remote roles.
- Tax implications: If hiring as employees, companies must handle income tax withholdings and social security contributions through Mexico’s systems. Contractor Arrangements: For contractors, workers are generally responsible for managing their own taxes, but clear terms about payments and invoices should be outlined.
- Work schedule and time zones: Consider time zone differences between Mexico and your company’s headquarters. Flexibility in scheduling may be necessary to accommodate collaboration across different regions.
- Provision of tools and resources: Clearly outline expectations regarding equipment, internet connectivity, and workspace setup. Some companies may provide allowances or reimbursements for these expenses.
- Data privacy and security: Implement secure systems for handling sensitive company information. Ensure compliance with Mexico’s Federal Law on the Protection of Personal Data (LFPDPPP) to protect remote workers’ and clients’ data.
Background checks in Mexico
If you are hiring a foreign national to work in Mexico, they will need a valid immigration document, like a temporary visa, which allows them to live and work in the country. These visas are valid for one year and can be renewed up to four more times. After that, the worker may apply for a permanent visa.
It is the employer’s responsibility to apply for the visa on behalf of the employee. This involves submitting documents, such as the job offer and proof of income, to Mexican immigration authorities to show everything is in order.
Employee background checks in Mexico
In Mexico, employers have a lot of freedom when it comes to verifying information about job candidates, but they need to follow specific rules to respect privacy and comply with the law.
Employers can confirm the candidate’s academic qualifications and contact former employers or references, as long as the candidate agrees. They are also allowed to review criminal records, but only the candidate can request this information from the authorities and share it with the employer. If it is relevant to the job, employers may ask for health or drug-related information.
On the other hand, credit checks are not common in Mexico, and there is no specific legal process for employers to obtain this information.
Hiring employees in Mexico
Employees in Mexico
An employee in Mexico is an individual who performs work or provides services under the direction, control, and supervision of an employer, in exchange for payment (wages or salary). Employees are entitled to the protections and benefits outlined in Mexican labour laws, such as health insurance, paid leave, social security contributions, and severance pay in certain cases.
The relationship between the employer and the employee is formalised through an employment contract, which specifies the terms and conditions of the job. For employees, they can be under types of contracts, such as indefinite, fixed-term, training, part-time, and seasonal or intermittent.
Independent contractors in Mexico
Independent contractors are self-employed individuals who provide services to a company without becoming employees. They manage their own taxes and benefits and are not subject to the same labour protections as employees. However, it is important to ensure proper classification to avoid legal issues.
The work must not resemble an employment relationship, meaning the contractor should maintain independence in how, when, and where the work is done. The contractor also should not be under direct supervision or control like an employee.
Specialised services (replaces agency workers)
As of recent labour reforms, traditional agency workers are no longer allowed in Mexico. Companies can only hire specialised service providers, and these services must be outside the company’s core business activities.
The specialised service provider must be registered with the Ministry of Labour’s registry for specialised services. If not, the hiring company could face fines or penalties.
What’s the best hiring option for you?
If your needs are long-term and involve core business activities, an indefinite-term employee is usually the best fit.
For temporary projects or specialised tasks, consider hiring an independent contractor or engaging a registered specialised service provider.
For jobs with irregular schedules or seasonal needs, seasonal contracts can be an effective solution.
Language used in Mexico
While there are no statutory requirements mandating a specific language for day-to-day communication or job functions in Mexico, Spanish is the recommended language for employment-related matters.
Mexican authorities require all employment-related documents, such as contracts, workplace policies, and employee handbooks, to be written in Spanish or include an accurate Spanish translation. This ensures that the documents are valid and enforceable under Mexican labour law.
If an employee disputes a contract written in another language, Mexican courts may rule in favour of the employee, prioritising their understanding of the terms. As an employer, you must ensure all your employment documents are in Spanish to mitigate risk.
Corporate presence requirements and payroll processing in Mexico
Under Mexican labour laws, foreign entities are not allowed to directly employer workers without setting up a local branch or subsidiary. Businesses are also required to register with the appropriate tax (SAT) and social security (IMSS) authorities to comply with employment regulations.
Alternatively, you can partner with an Employer of Record (EoR), such as CXC. This service provider acts as the local employer on your behalf, handling payroll, compliance, and benefits while you manage day-to-day operations.
Key considerations for international employers
- Payroll and compliance: Whether you establish a subsidiary or use an EoR, you need to ensure proper payroll management. This includes withholding taxes, paying social security contributions, and adhering to union regulations if applicable.
- Local employment laws: Mexican labour laws are employee-friendly and include strict rules around benefits, working hours, and termination. Compliance is critical to avoid legal disputes that can damage your company’s reputation.
- Simplifying expansion: For companies looking for a cost-effective and fast way to hire in Mexico, an EoR offers a compliant solution without the hassle of setting up a legal entity.
Global expansion made easy
Hiring employees in Mexico usually means setting up a legal entity, which can be costly and time-consuming. Employers can avoid this hassle by working with an Employer of Record (EoR), like CXC.
Through our EoR solution, you can confidently hire employees in Mexico, without worrying about compliance issues. We’ll handle everything from payroll to benefits to employment contracts on your behalf — so all you have to think about is finding the right person for the job.
FAQ's
What are the options for hiring employees in Mexico?
There are three main ways to hire employees in Mexico: set up your own legal entity, work with an employer of record (EOR), or engage workers as independent contractors.
Each option works differently depending on your timeline, headcount, and long-term plans in the country.
Set up a Mexican legal entity
Incorporating in Mexico means registering a Sociedad Anónima de Capital Variable (S.A. de C.V.) or similar structure with the Secretaría de Economía, obtaining a Federal Taxpayer Registry (RFC) from SAT, registering with IMSS (Mexican Social Security Institute), and enrolling in INFONAVIT (the national housing fund). Depending on the activities performed, additional registrations may be required with state authorities and local tax administrations. Employers must also establish electronic invoicing (CFDI) capabilities and comply with Mexican electronic payroll reporting obligations. The process typically takes three to six months and requires ongoing administrative obligations once active.
Use an employer of record in Mexico
An EOR in Mexico acts as the legal employer on your behalf. You find the talent, the EOR hires them under Mexican law, handles payroll, IMSS contributions, statutory benefits, and compliance with the Federal Labour Law (Ley Federal del Trabajo). You retain day-to-day management of the employee’s work. The EOR is responsible for maintaining employment compliance, payroll administration, statutory registrations, and employment-related reporting obligations under Mexican law. This is the fastest route to hiring in Mexico without a local entity.
Engage independent contractors in Mexico
Contractors in Mexico are governed by civil and commercial law rather than the Federal Labour Law. They are not entitled to statutory benefits like Aguinaldo, vacation premium, or IMSS coverage. However, Mexico’s misclassification risk is high, and authorities scrutinise contractor arrangements closely. If the working relationship looks like employment (fixed hours, employer-provided tools, integrated into core business), regulators can reclassify the worker as an employee.
What is the best route for your business?
Ultimately, the best approach depends on your hiring goals, growth plans, and operational needs. For companies seeking ongoing, full-time talent in Mexico, an EOR provides a practical balance of speed, compliance, and flexibility.
The key is choosing a partner that understands both the regulatory landscape and the realities of managing a global workforce. CXC works with organisations of all sizes to help them navigate international hiring requirements, providing local expertise and support that enables businesses to focus on growth rather than administrative complexity. Reclassification may result in liability for unpaid social security contributions, employment benefits, payroll taxes, profit sharing obligations, penalties, surcharges, and employment claims.
Do you need a legal entity to hire employees in Mexico?
No, you do not need a legal entity to hire employees in Mexico if you use an employer of record. The EOR already holds a registered Mexican entity and employs your workers under that structure, so you can hire without incorporating locally.
If you choose to hire directly, a legal entity is required. Mexico does not permit foreign companies to employ workers directly without a local presence. Without one, you have no mechanism to register employees with IMSS, withhold income tax (ISR) through SAT, or make INFONAVIT contributions.
What entity setup actually involves:
- Notarised incorporation documents.
- RFC registration with SAT (Tax Administration Service).
- IMSS employer registration.
- INFONAVIT and SAR (retirement savings) enrolment.
- State payroll tax registration (varies by state).
- A Mexican business bank account.
- Registration for electronic payroll receipts (CFDI Nómina).
- Compliance with beneficial ownership and anti-money laundering requirements where applicable.
The full process can take three to six months and involves ongoing compliance obligations, including monthly payroll tax filings and annual profit-sharing calculations (PTU). Depending on the business activity, additional registrations, licences, or permits may be required before operations commence.
For companies that want to hire employees in Mexico quickly, or that are testing the market before committing to a permanent structure, EOR services in Mexico remove the need for all of the above. Your team is employed legally from day one, without the overhead of maintaining a local entity.
How quickly can you hire an employee in Mexico?
Through an employer of record in Mexico, you can typically onboard a new employee within one to two weeks. That timeline covers employment contract preparation, IMSS registration, payroll setup, and the employee’s first day of work.
If you are setting up your own entity, the same hire would take three to six months, just to get the legal structure in place before you could even issue a compliant employment contract.
What the EOR onboarding process looks like?
Once you identify your candidate and agree on compensation, the EOR moves through these steps:
- Draft the employment contract in Spanish, compliant with the Federal Labour Law.
- Register the employee with IMSS and INFONAVIT.
- Set up payroll including ISR withholding, social security contributions, and Aguinaldo calculations.
- Collect required employee information including RFC (tax ID), CURP (population registry code), and bank details for payment in Mexican pesos.
- Issue the first payroll on the agreed pay cycle.
- 6.Generate compliant CFDI payroll receipts and complete mandatory payroll reporting requirements.
One thing to factor in: Mexico’s Federal Labour Law requires employment contracts to be in writing and include specific details such as job duties, salary, working hours, and place of work. Remote work arrangements may require additional contractual provisions under Mexico’s teleworking framework, including equipment, expense reimbursement, and occupational health and safety considerations. A compliant contract is non-negotiable, and an experienced EOR will have this ready from the start.
The speed advantage of using an EOR to hire employees in Mexico is significant, particularly when you are responding to a business opportunity or filling a critical role under time pressure.
When does it make sense to use an EOR in Mexico?
An EOR in Mexico makes sense when you need to hire compliantly without the time or cost of setting up a local entity. There are specific situations where it is clearly the right call.
You are entering Mexico for the first time
If you have never operated in Mexico before, an EOR lets you hire employees and start generating revenue without the months-long process of incorporation. You can validate the market before deciding whether a permanent entity is worth the investment.
You have a small or distributed team
Maintaining a full Mexican entity for one to five employees is rarely cost-effective. The administrative overhead of monthly SAT filings, IMSS contributions, INFONAVIT payments, and annual PTU calculations adds up quickly. An EOR absorbs all of that.
You need to move fast
When a business opportunity requires boots on the ground in Mexico within weeks, not months, EOR services in Mexico give you that speed. There is no waiting on notaries, registry approvals, or bank account setup.
You are running a pilot or project-based operation
If your work in Mexico is time-limited or tied to a specific contract, an employer of record lets you scale up and then wind down without the complexity of dissolving a legal entity.
You want compliance handled by specialists
Mexico’s labour law is strongly employee protective. The 2021 outsourcing reform, REPSE requirements, profit-sharing (PTU) obligations, and Aguinaldo calculations all require accurate, up-to-date knowledge. An EOR that operates in Mexico every day carries that expertise as part of the service. The outsourcing reform continues to be a significant compliance consideration. Companies should ensure that any service arrangements involving personnel are assessed carefully to determine whether REPSE registration requirements may apply.
When an entity makes more sense: If you are building a large, permanent team of 50 or more employees and have a long-term commitment to Mexico, the economics of a local entity can eventually shift in your favour. An EOR is not a permanent substitute for a local presence; it is the right tool for the right stage.
Why do companies use an EOR to hire in Mexico?
Companies use an employer of record in Mexico primarily to hire compliantly and quickly without setting up a local entity. But there are several specific reasons why EOR services in Mexico have become the preferred route for international businesses.
Mexico’s labour law is employee-protective by design
The Federal Labor Law (Ley Federal del Trabajo) does not recognise at-will employment. Termination without cause triggers a mandatory severance package that includes three months’ salary plus 20 days’ pay for each year of service, along with pro-rated Aguinaldo and accrued vacation premium. Additional statutory payments may apply depending on the circumstances of termination, length of service, and accrued employee entitlements. Getting this wrong is expensive.
The 2021 outsourcing reform changed the rules
Mexico banned the outsourcing of core business activities in April 2021. Companies can no longer use staffing arrangements to avoid direct employment obligations. An EOR operates as the direct employer under Mexican law, which is fully compliant with this reform. Companies should continue to review service arrangements involving personnel to ensure ongoing compliance with outsourcing and REPSE regulations.
Statutory benefits add complexity
Every employee in Mexico is entitled to:
- Aguinaldo (Christmas bonus): a minimum of 15 days’ salary, paid before 20 December each year.
- Constitutional reforms have approved an increase to the statutory minimum Aguinaldo to 30 days, but implementation remains subject to legislative developments and employers should verify the applicable requirement at the time of hiring.
- Vacation days: starting at 12 days after the first year, increasing with seniority.
- Vacation premium: 25% on top of vacation pay.
- Profit sharing (PTU): employees receive a share of company profits, capped at three months’ salary or the average of the last three years’ PTU, whichever is higher.
- IMSS coverage: healthcare, disability, and retirement contributions.
An EOR calculates and administers all of these correctly, removing the risk of underpayment or missed filings.
Payroll compliance requires monthly attention
Employers must remit ISR (income tax) withholdings and social security contributions to SAT and IMSS by the applicable statutory deadlines. Payroll compliance also includes electronic payroll receipts (CFDI), social security reporting, INFONAVIT obligations, retirement savings contributions, and state payroll tax compliance. Missing deadlines results in fines. An EOR manages this as a core part of its service.
Hiring employees in Mexico involves more moving parts than most markets. An EOR handles the complexity so you can focus on the work itself.
How much does it cost to hire an employee in Mexico through an EOR?
The total cost of hiring an employee in Mexico through an EOR has two components: the statutory employer costs (which apply regardless of how you hire) and the EOR service fee.
Statutory employer costs
On top of an employee’s gross salary, Mexican law requires employers to contribute the following:
Contribution | Rate |
IMSS (social security) | 19.15% to 28.85% of salary (varies by risk category) |
INFONAVIT (housing fund) | 5% of salary |
SAR (retirement savings) | 2% of salary |
State payroll tax | 1% to 3% depending on the state |
Actual employer costs vary significantly depending on salary level, employee benefits, occupational risk classification (prima de riesgo), and applicable contribution caps under IMSS regulations. Therefore, percentages should be treated as indicative rather than fixed statutory rates. These contributions are mandatory and apply whether you have your own entity or use an EOR. The total employer burden typically adds 25% to 35% on top of gross salary.
In addition to statutory contributions, employers should budget for mandatory employment benefits including Aguinaldo, vacation pay, vacation premium, profit sharing (PTU), and severance liabilities.
EOR service fee
EOR services in Mexico generally charge between $400 and $800 USD per employee per month, depending on the provider, the employee’s salary level, and the scope of services included. Some providers charge a flat fee; others charge a percentage of payroll.
What to watch for in a quote?
When comparing EOR Mexico providers, ask for a full cost breakdown that includes:
- Gross salary.
- All statutory employer contributions (IMSS, INFONAVIT, SAR, state payroll tax).
- Aguinaldo provision (15 days’ salary accrued monthly).
- PTU accrual.
- Vacation pay and vacation premium accruals.
- Mandatory payroll administration costs, including CFDI payroll processing where applicable.
- The EOR service fee.
A quote that shows only the service fee without the statutory costs will understate your actual spend significantly.
Quick estimates should be treated cautiously because employer costs vary materially depending on employee compensation, location, occupational risk category, statutory benefit accruals, and employer-specific circumstances.
What is the REPSE registry and why does it matter for hiring in Mexico?
REPSE (Registro de Prestadoras de Servicios Especializados u Obras Especializadas) is Mexico’s official registry for companies that provide specialised services or specialised works. It was created as part of the April 2021 outsourcing reform to regulate subcontracting and protect workers’ rights.
Whether REPSE registration is required depends on the specific service model being provided. Employers should obtain local legal advice to determine whether the arrangement constitutes a specialised service subject to REPSE requirements.
Why REPSE was introduced?
Before 2021, it was common for Mexican companies to use subcontracting arrangements to reduce payroll costs and avoid paying full statutory benefits. The 2021 reform banned the outsourcing of core business activities entirely. Only specialised services that are distinct from the client’s primary economic activity can still be outsourced, and only through REPSE-registered providers.
What REPSE registration requires?
To obtain REPSE authorisation from the Ministry of Labour and Social Welfare (STPS), a provider must demonstrate:
- Full tax compliance with SAT (no outstanding RFC debts).
- Active IMSS and INFONAVIT registrations with up-to-date contributions.
- Valid corporate documents and legal powers of attorney.
- A detailed description of the specialised services being registered.
- A current electronic signature (e-firma).
Registration must be renewed every three years. Providers must maintain ongoing compliance with SAT, IMSS, and INFONAVIT to keep their registration valid. Providers are also subject to ongoing reporting obligations and periodic compliance reviews by Mexican authorities.
What this means for you?
If you engage an EOR Mexico provider that is not REPSE-registered when registration is required, you face joint liability for any labour, social security, and tax violations the EOR commits. Potential consequences may include denial of tax deductions, denial of VAT credits, administrative penalties, and joint liability exposure, depending on the specific circumstances and applicable tax rules.
Always verify your EOR’s REPSE registration on the official STPS public registry at repse.stps.gob.mx before signing any agreement.
It is also worth asking potential providers about their compliance processes, renewal status, and experience operating within Mexico’s regulatory framework. For example, CXC is a REPSE-certified provider and maintains compliance with the requirements set out by Mexican authorities. You can learn more about the registry, certification requirements, and compliance considerations in CXC’s guide here. Businesses should also periodically verify that the registration remains active, as compliance status may change over time.
Can a foreign company hire a contractor instead of an employee in Mexico?
Yes, a foreign company can engage independent contractors in Mexico, but the misclassification risk is high and the consequences of getting it wrong are significant.
Mexico’s Federal Labour Law does not define what a contractor is; instead, it presumes that any ongoing working relationship is employment unless proven otherwise. Authorities look at the substance of the arrangement, not just the label on the contract.
How do Mexican authorities determine worker status?
Regulators assess classification based on four key factors:
Factor | What it means |
Subordination | Does the company control how, when, and where the work is done? |
Remuneration | Does the worker receive a regular salary rather than project-based invoicing? |
Personal service | Is the worker required to do the work themselves without delegating? |
Exclusivity | Does the worker work only for your company? |
Mexican labour authorities and courts place particular emphasis on subordination, which is generally regarded as the key indicator of an employment relationship. If the answer to most of these is yes, the relationship is likely employment under Mexican law, regardless of what the contract says.
The penalties for misclassification
The Mexican Fiscal Code classifies simulating an independent contractor relationship (when an employment relationship exists) as tax fraud. Penalties include:
- Back pay, unpaid overtime, and retroactive statutory benefits.
- Retroactive IMSS and INFONAVIT contributions.
Administrative penalties vary depending on the specific violation and applicable legislation. Employers should avoid citing fixed penalty amounts without confirming the latest legal thresholds. Contractors can be a legitimate option for genuinely project-based, time-limited, non-exclusive work. For anything that looks like a regular employment relationship, using an employer of record in Mexico is the safer and more defensible approach.
How does an EOR handle the 2021 outsourcing reform in Mexico?
A compliant EOR in Mexico operates as the direct employer of your workforce, which is exactly what the 2021 outsourcing reform requires. The reform, which came into effect on 24 April 2021, banned the practice of using third-party staffing companies to supply workers for a client’s core business activities. It replaced that model with a requirement for direct employment.
What the reform actually changed?
Before the reform, it was common for companies to hire workers through intermediary staffing structures, which often resulted in employees receiving reduced benefits and profit-sharing entitlements. The reform addressed this by:
- Banning workforce outsourcing for core business activities outright.
- Permitting specialised services only when they fall outside the client’s primary economic activity and the provider holds REPSE registration.
- Introducing joint liability for clients who engage non-compliant providers.
- Capping PTU (profit sharing) at three months’ salary or the average of the last three years’ PTU, whichever is higher.
How a compliant EOR responds?
An EOR that operates correctly under this reform:
- Maintain all required registrations and employment compliance obligations under Mexican law.
- Employs workers directly under its own Mexican entity, not through a staffing intermediary.
- Registers each employee with IMSS and INFONAVIT in the EOR’s name.
- Pays all statutory benefits, including Aguinaldo, vacation premium, and PTU, in full.
- Provides clients with regular compliance confirmations covering IMSS, SAT, and INFONAVIT obligations.
The key distinction you need to keep in mind: A legitimate EOR is not outsourcing your workforce; it is the direct employer. That is a fundamentally different model from the pre-2021 staffing structures the reform was designed to eliminate.
Because outsourcing regulation remains an area of active regulatory scrutiny, businesses should periodically review provider compliance and obtain updated confirmation regarding any registrations or regulatory requirements relevant to the engagement. When evaluating EOR services in Mexico, ask providers directly how they are structured under the 2021 reform and request their REPSE registration number as part of your due diligence.
Why should international companies choose CXC as their EOR partner in Mexico?
CXC brings over 30 years of experience managing global workforces across more than 100 countries, and Mexico is a market we know well. When you hire employees in Mexico through CXC, you get more than a payroll processor. You get a team that understands the local compliance landscape, handles the complexity of Mexican labour law, and gives you direct access to people who can answer your questions.
What sets CXC apart?
Deep compliance expertise, not just a platform
Mexico’s regulatory environment has changed significantly since the 2021 outsourcing reform. Staying compliant requires knowing how REPSE, IMSS, SAT, and the Federal Labour Law interact in practice. CXC’s local teams stay current with these requirements so you do not have to.
A human-led model
Many EOR providers in Mexico operate as technology platforms with limited human support. CXC operates with a human-plus-technology model. You have a dedicated account team, not just a support ticket queue. When something needs attention, you speak to someone who knows your account.
Consistent service across borders
If you are hiring in Mexico as part of a broader international expansion, CXC can support you across all your markets through a single relationship. This can help simplify vendor management, compliance oversight, and workforce administration across multiple markets.
Transparent, compliant employment
CXC employs your workers directly under its Mexican entity, with full IMSS registration, compliant employment contracts in Spanish, and all statutory benefits paid correctly and on time. Every hire is structured to withstand scrutiny from Mexican labour authorities.
What CXC handles for your Mexico hires?
- Employment contracts compliant with the Federal Labour Law.
- IMSS, INFONAVIT, and SAR registration and contributions.
- Monthly payroll in Mexican pesos with ISR withholding.
- Aguinaldo, vacation premium, and PTU calculations.
- Payroll reporting and employment administration requirements associated with the employment relationship.
- Ongoing compliance with SAT filing deadlines.
- Offboarding and severance calculations when needed.
- Support with employment lifecycle administration, including onboarding, payroll processing, statutory benefits administration, and employment-related compliance requirements.
If you are ready to hire employees in Mexico or want to understand what compliant employment looks like for your specific situation, get in touch with us to discuss your requirements.
Compliantly hire employees anywhere with CXC
With our EoR solution, you can engage workers anywhere in the world, without putting your business at risk. No more worrying about local labour laws, tax legislation or payroll customs — we’ve got you covered.
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