OUTLINE
Annual leave in Mexico
Parental leave in Mexico
Adoption leave in Mexico
Other leave in Mexico
Public holidays in Mexico
Protect your employees and your business
Leave and time off in Mexico
Employees in Mexico have the right to take different types of leave and time off, which are clearly outlined and regulated by the Federal Labour Law (FLL) and the country’s social security system. These regulations are in place to ensure that workers can take necessary time off while still being protected financially and legally.
As an employer in Mexico, it is essential to fully understand and comply with these rules. Not only is this a legal requirement, but it also helps create a supportive workplace where employees feel valued and respected. Employees should also be made aware of their rights to leave so they can make informed decisions about when and how to take time off, whether for rest, personal reasons, or medical needs.
In this guide, we will discuss everything you need to know about leave and time off policy in Mexico, including paid leave, public holidays, sick leave, maternity and paternity leave, and other specific types of time off. Each type of leave has its own conditions and benefits, which are designed to meet the diverse needs of workers and their families.
Annual leave in Mexico
Employees have the right to annual paid time off, which is an important benefit outlined in their employment contracts. This entitlement ensures that employees have time to rest and recharge while still being compensated. The amount of annual leave is based on the employee’s length of service, and the Federal Labour Law (FLL) provides clear guidelines to determine leave entitlement.
Minimum paid leave in Mexico
After completing their first full year of employment, employees are entitled to a minimum of 12 days of paid annual leave. This base amount increases over time as employees continue their service with the same employer. Specifically, for each additional year of service, employees gain 2 extra days of leave. For example, an employee who has completed three years of service would be entitled to 16 days of leave.
Extended leave after 5 years of service in Mexico
Once an employee reaches five years of service, an additional 2 days of leave are added every five years. This gradual increase in annual leave rewards employees for their long-term commitment to the company and acknowledges their continued contributions.
Employers must also accommodate unused leave. If employees are unable to take their annual leave within the year it is accrued, they have the option to carry forward unused leave for up to six months into the next year. This flexibility ensures that employees do not lose their entitlement due to scheduling conflicts or other unforeseen circumstances.
Another important aspect of annual leave in Mexico is the vacation premium. For every day of leave taken, employees are entitled to receive an additional 25% of their regular pay. This extra compensation, mandated by law, enhances the value of their time off and helps employees make the most of their vacation.
Sick leave in Mexico
Employees who are unable to work due to illness or injury are entitled to up to 52 weeks of paid sick leave, provided their condition is verified by an IMSS-affiliated medical authority. This ensures that only genuine cases are approved and that the process remains fair and consistent. During this period, employees receive 60% of their regular salary as financial support, allowing them to focus on their recovery without undue financial strain.
In cases where the illness or injury is work-related, the benefits are even more comprehensive. Employees are entitled to receive 100% of their regular salary for the duration of their recovery. This reflects the employer’s and IMSS’s responsibility to support workers who are injured or become ill due to workplace conditions or incidents.
Employers must also facilitate the process by ensuring that employees are properly registered with the IMSS and that all necessary contributions are made on time. This is essential for employees to access their sick leave benefits seamlessly.
Parental leave in Mexico
Maternity and paternity leave policies support new parents during one of the most important phases of their lives. These entitlements, regulated by the Federal Labour Law (FLL) and managed in part by the Mexican Social Security Institute (IMSS), provide financial stability and time for bonding and recovery.
Maternity leave in Mexico
Female employees in Mexico are entitled to 12 weeks of paid maternity leave, which is divided into:
- 6 weeks before childbirth: This allows expecting mothers to prepare for the arrival of their child, attend medical appointments, and rest in the final stages of pregnancy.
- 6 weeks after childbirth: This period is intended for recovery from childbirth and to allow mothers to care for and bond with their newborns.
During maternity leave, female employees receive their full salary, providing financial security during this critical time. However, there is a cap on maternity pay, which is limited to 25 times the daily UMA (Unidad de Medida y Actualización).
For employees who adopt a minor, the same benefit applies they are entitled to 6 weeks of paid adoption leave. This period provides adoptive parents with time to adjust to their new responsibilities and establish a bond with their adopted child.
To apply for maternity leave, employees must submit a medical certificate issued by an IMSS-approved clinic or a private medical institution. This certification verifies the pregnancy or adoption and ensures that the leave is granted appropriately. Employers are responsible for facilitating the process and ensuring that the employee’s leave rights are upheld.
Paternity leave in Mexico
Fathers in Mexico are entitled to 5 days of paid paternity leave following the birth or adoption of a child. This leave recognises the importance of fathers being present during the early days of their child’s life or the transition period after an adoption. Although the leave period is relatively short compared to maternity leave, it provides an opportunity for fathers to support their partners and bond with their new child.
Employers must ensure that fathers can take this leave without facing any penalties or discrimination, as it is a mandatory benefit under the Federal Labour Law.
Parental leave in Mexico
Unlike many other countries, Mexico does not currently offer additional parental leave beyond the maternity and paternity leave provisions. This means there is no extended period of leave available for either parent to care for their child beyond the initial maternity or paternity leave periods.
However, some progressive employers may offer additional unpaid leave or flexible work arrangements as part of their company policies. These measures, while not legally required, can help parents balance their work and family responsibilities.
Adoption leave in Mexico
Adoption leave in Mexico is an important benefit that supports employees who are welcoming an adopted child into their family.
Female employees who adopt a child are entitled to 6 weeks of paid adoption leave. This leave begins once they gain custody of the child. The purpose of this leave is to allow the adoptive mother to care for the child, establish a nurturing environment, and handle any initial challenges that come with welcoming a new family member. The leave is paid, ensuring financial stability during this period, so the mother can focus entirely on her new role without worrying about work or income.
On the other hand, male employees who adopt a child are entitled to 5 days of paid paternity leave. Although shorter than the leave provided to mothers, these days are crucial for fathers to be actively involved in the adoption process and to help support their families during this important adjustment period.
Other leave in Mexico
Statutory leave such as annual leave, maternity leave, and sick leave are mandated by law, ensuring employees have access to essential time off. However, many employers choose to go beyond these legal requirements by offering additional leave options to support their employees’ personal and professional needs. These non-mandatory leave types are not required by law but are often included in company policies as a way to foster a more supportive and flexible work environment.
Bereavement Leave
Bereavement leave is a type of time off provided to employees who have lost a close family member, such as a parent, spouse, child, or sibling. During this challenging time, bereavement leave allows employees to grieve, make funeral arrangements, and attend memorial services without the added pressure of work responsibilities. While the duration of bereavement leave varies from employer to employer, it is a compassionate measure that acknowledges the emotional and logistical difficulties employees face during such times.
Marriage Leave
Some employers offer marriage leave, granting employees a short period of time off to celebrate their wedding. This leave allows employees to focus on their special day and related preparations without worrying about work commitments. Though not a common benefit in all workplaces, marriage leave is seen as a thoughtful gesture that supports employees during a major life milestone.
Study Leave
For employees pursuing further education, training, or certifications, study leave can be a valuable benefit. This type of leave provides employees with the flexibility to prepare for exams, attend classes, or complete academic projects. Employers who offer study leave demonstrate their commitment to employee growth and professional development, which can benefit both the individual and the organization.
Public holidays in Mexico
Public holidays are an important part of the workforce calendar, providing employees with statutory time off to observe national events. Employers must understand which holidays are mandatory non-working days under the Federal Labour Law (FLL) and which are customary or optional, as the pay obligations differ.
Statutory public holidays in Mexico
The following days are official non-working days mandated by the Federal Labour Law:
1 January (Thursday)
New Year’s Day
2 February (Monday)
Constitution Day (observed on the first Monday of February)
16 March (Monday)
Benito Juárez Day (observed on the third Monday of March)
1 May (Friday)
Labour Day
16 September (Wednesday)
Independence Day
16 November (Monday)
Revolution Day (observed on the third Monday of November).
25 December (Friday)
Christmas Day
November 17
Revolution Day
December 12
Lady of Guadalupe Day
December 25
Christmas Day
Employees are entitled to the day off with full pay on these dates.
If an employee is required to work on a statutory public holiday, they must receive:
their normal daily wage plus double pay (i.e. triple pay in total), as required by the FLL.
Common non-statutory / customary holidays
The following days are widely observed by employers but are not mandatory non-working days under federal law unless provided for in company policy or a collective agreement:
2–3 April – Holy Thursday & Good Friday.
5 May – Anniversary of the Battle of Puebla.
12 October – Día de la Raza.
2 November – Day of the Dead.
12 December – Our Lady of Guadalupe.
Whether these days are paid time off depends on employer policy, collective bargaining agreements, or individual contracts.
2–3 April
Holy Thursday & Good Friday
5 May
Anniversary of the Battle of Puebla
12 October
Día de la Raza.
2 November
Day of the Dead.
12 December
Our Lady of Guadalupe.
Whether these days are paid time off depends on employer policy, collective bargaining agreements, or individual contracts.
Protect your employees and your business
As an employer in Mexico, you need to understand your employees’ rights and entitlements. But keeping up with them can be a lot of work.
When you hire workers with CXC, we’ll ensure your engagements are in line with all local, national and international employment regulations. That way, your workers will get their benefits they’re entitled to, and your business will be protected from risk.
FAQ's
What paid leave are employees entitled to in Mexico?
Employees in Mexico are entitled to several types of paid leave under the Federal Labour Law, including annual vacation, sick leave, maternity leave, paternity leave, and paid public holidays. These entitlements apply to all employees regardless of industry or company size, and employers cannot offer less than what the law sets out.
Here is a breakdown of the core paid leave entitlements:
Leave Type | Entitlement | Who Pays |
Annual vacation | Minimum 12 days after year 1 (increases with tenure) | Employer |
Vacation premium (prima vacacional) | 25% bonus on top of regular salary during vacation | Employer |
Sick leave | Up to 52 weeks, subject to IMSS certification | IMSS (from day 4 onwards) |
Maternity leave | 12 weeks at full pay | IMSS |
Paternity leave | 5 working days | Employer |
Public holidays | Mandatory paid public holidays established annually under Articles 74 and 75 of the Federal Labour Law | Employer |
What employers in Mexico should keep in mind?
Leave entitlements in Mexico extend beyond simply granting time off. Employers must also account for the associated costs, including vacation premiums, paid public holidays, and employee absences. Having clear leave policies and accurate payroll processes in place can help ensure compliance while providing employees with the benefits they are legally entitled to.
Paid leave forms an important part of the overall employment package in Mexico and should be considered when budgeting for new hires. Beyond meeting legal requirements, a well-managed leave program can support employee wellbeing, improve retention, and help create a positive workplace experience.
For employers hiring in Mexico, understanding leave entitlements early can make workforce planning and payroll management much easier.
What types of statutory leave exist in Mexico?
Mexico’s leave policy covers six main types of statutory leave, each with its own rules, eligibility conditions, and payment responsibilities. Knowing which leave applies in which situation helps you manage absences correctly and avoid disputes.
The six statutory leave types in Mexico
- Annual paid vacation in Mexico
Employees earn paid vacation days based on how long they have worked for you. The minimum is 12 days after the first year of service, and this increases with each additional year. A vacation premium of 25% is paid on top of the regular salary during this time. - Sick leave (incapacidad laboral) in Mexico
When an employee cannot work due to illness or injury, they can take a work disability leave certified by an IMSS doctor. The leave can last from one day up to 52 weeks, depending on what the IMSS determines. - Maternity leave in Mexico
Pregnant employees are entitled to 12 weeks of fully paid maternity leave in Mexico, split across the period before and after birth. IMSS funds this for eligible employees. - Paternity leave in Mexico
Fathers receive 5 working days of paid leave following the birth or adoption of a child. This is paid directly by the employer. - Adoption leave in Mexico
Adoptive mothers receive 6 weeks of paid leave. Adoptive fathers receive the same 5 working days as biological fathers. - Public holidays in Mexico
Mexico recognises mandatory paid public holidays established under Article 74 of the Federal Labour Law. The number of statutory holidays may vary depending on legislative amendments and election-related holidays. Employees cannot be required to work on these days without additional compensation.
In summary, Mexico recognises six statutory leave types: annual vacation, sick leave, maternity leave, paternity leave, adoption leave, and public holidays. Each has distinct eligibility rules and funding sources, with IMSS covering sick pay and maternity pay, and employers covering the rest.
How many vacation days are employees entitled to in Mexico?
Employees in Mexico are entitled to a minimum of 12 paid vacation days after completing one year of service, and that number increases with each additional year of tenure. This was updated by a 2023 reform to the Federal Labour Law, which doubled the previous minimum of 6 days.
Vacation days by years of service
Years of Service | Minimum Vacation Days in Mexico |
1 year | 12 days |
2 years | 14 days |
3 years | 16 days |
4 years | 18 days |
5 years | 20 days |
6 to 10 years | 22 days |
11 to 15 years | 24 days |
16 to 20 years | 26 days |
21 to 25 years | 28 days |
26 to 30 years | 30 days |
After the first five years, vacation days increase by two days for every additional five years of service.
There are a few important rules around how vacation days work in practice:
Timing
Vacation must be taken within six months of completing each year of service. If an employee completes their first year on 1 January, they must be able to take their 12 days by 30 June.
Minimum consecutive days
Following the 2023 vacation reform, employees are generally entitled to enjoy at least 12 consecutive vacation days, although alternative arrangements may be agreed between the employer and employee in accordance with the Federal Labour Law.
Unused days
The Federal Labour Law does not expressly provide a two-year carry-over rule. Employers should review their internal policies and applicable limitation periods before relying on a carry-over approach. When an employee leaves, any accrued but unused days must be paid out as part of their final settlement. This applies whether they resign or are let go.
Vacation premium
On top of the vacation days, employers must pay a 25% bonus (prima vacacional) on the employee’s daily salary for each vacation day. This is paid regardless of whether the employee takes all their days that year.
Employees in Mexico start with 12 vacation days per year after their first year of service, increasing by 2 days for each additional year up to 5 years, then by 2 days every 5 years thereafter. A 25% vacation premium is mandatory on top of regular pay, and unused days must be paid out when employment ends.
How is sick leave paid in Mexico?
Sick leave in Mexico is paid through the Instituto Mexicano del Seguro Social (IMSS), Mexico’s national social security institute, not directly by the employer. When an employee is unwell and cannot work, they need to see an IMSS-appointed doctor who will certify the absence and determine how long the sick leave should last.
How sick pay works?
The payment structure depends on the cause of the illness or injury:
Non-work-related illness or injury
- Days 1 to 3: No pay. These are treated as a waiting period.
- Day 4 onwards: IMSS pays 60% of the employee’s registered salary, for up to 52 weeks.
- To qualify, the employee must have contributed to IMSS for at least 7 weeks before the illness begins. Temporary workers need at least 6 weeks of contributions in the four months prior.
Eligibility requirements, benefit calculations, and certification procedures are determined by IMSS and may be updated from time to time. Employers should verify current requirements directly with IMSS.
Work-related illness or injury (occupational risk)
- IMSS covers 100% of the employee’s regular salary from day one.
- This can last up to 52 weeks and may be extended by a further 52 weeks, subject to medical certification and IMSS approval.
- In cases of permanent disability, IMSS provides either a monthly benefit or a lump-sum compensation, depending on the nature of the condition.
What the employer in Mexico does during sick leave?
Employers do not pay sick wages directly during a certified IMSS absence. Their obligation is to register all employees with IMSS and make monthly contributions. IMSS then pays the employee directly. If an employer fails to register an employee, they become liable for the full sick pay themselves.
In short, sick leave in Mexico is funded by IMSS, not the employer. For non-work-related illness, IMSS pays 60% of salary from day 4 for up to 52 weeks, with the first 3 days unpaid. For work-related injuries, IMSS covers 100% from day one. The employer’s role is to ensure every employee is registered with IMSS and contributions are up to date.
How does maternity leave work in Mexico?
Maternity leave in Mexico is 12 weeks (84 days) of fully paid leave, split into 6 weeks before the expected birth date and 6 weeks after delivery. This is set out in the Federal Labour Law and applies to all employed pregnant women, regardless of the sector or size of the company.
Who pays for maternity leave in Mexico?
IMSS funds maternity leave at 100% of the employee’s registered salary, provided she has contributed to IMSS for at least 30 weeks in the 12 months before her leave begins. If she does not meet this threshold, the employer is responsible for covering her maternity pay for the full 12 weeks. Employees may transfer up to four of the six pre-birth weeks to the post-birth period, subject to medical authorisation and compliance with applicable IMSS requirements.
What if there are complications?
The law provides for extended maternity leave in specific circumstances:
- If the mother has a difficult birth or delivery, she may be entitled to additional leave.
- If the newborn requires hospitalisation or is born with a disability, the mother can extend her post-birth leave. Extended leave beyond the standard 12 weeks is paid at 50% of salary and cannot exceed 60 days.
Nursing rights after returning to work in Mexico
For the first six months after giving birth, a working mother is entitled to two 30-minute breastfeeding breaks per day or, where agreed with the employer, a reduction of one hour in the working day, in accordance with Article 170 of the Federal Labour Law. These breaks are in addition to the employee’s regular rest breaks and cannot be deducted from her pay.
Eligibility for foreign employees
Foreign employees working legally in Mexico may be eligible for IMSS-funded maternity leave under the same conditions as Mexican nationals, provided they are properly registered with IMSS and meet the applicable contribution requirements.
To summarise,maternity leave in Mexico is 12 weeks at full pay, funded by IMSS for employees with at least 30 weeks of contributions in the prior 12 months. It starts 6 weeks before birth and continues for 6 weeks after.
If complications arise, leave can be extended at 50% pay for up to 60 additional days. Nursing breaks of 2 x 30 minutes per day are also protected for the first 6 months post-birth. For international employers, managing leave entitlements in Mexico involves more than simply granting time off. Employers must coordinate IMSS registrations, statutory leave calculations, payroll reporting obligations, and record-keeping requirements. Through CXC’s Employer of Record (EOR) solutions in Mexico, companies can ensure leave administration remains compliant with Mexican labour law while providing employees with a positive workplace experience.
Can maternity leave in Mexico be transferred or rearranged?
Yes, maternity leave in Mexico can be partially rearranged. Under the Federal Labour Law, a pregnant employee can choose to transfer up to 4 weeks of her pre-birth leave to the post-birth period, provided her doctor confirms this is medically appropriate.
How the transfer of maternity leave in Mexico works?
The standard split is 6 weeks before birth and 6 weeks after. If the employee opts to transfer 4 weeks from the pre-birth period, the arrangement becomes:
- 2 weeks before the expected birth date.
- 10 weeks after delivery.
This option exists to give employees more flexibility around when they take their leave, particularly if they feel well enough to continue working closer to their due date.
What cannot be changed?
The total duration of maternity leave remains fixed at 12 weeks. Employers cannot reduce this period, and employees cannot waive their entitlement. Maternity leave must generally be taken in accordance with the structure established under the Federal Labour Law and applicable IMSS rules. Any transfer of leave must comply with the relevant medical certification requirements.
Who approves the change?
The employee’s IMSS doctor must confirm that the transfer is medically appropriate. It is not simply a matter of the employee requesting a different schedule. Medical sign-off is required before the adjusted leave plan can take effect.
Employees in Mexico can transfer up to 4 weeks of pre-birth maternity leave to the post-birth period, changing the split from 6+6 weeks to 2+10 weeks. This requires medical approval from an IMSS doctor. The total 12-week entitlement cannot be changed.
What other types of leave are employees entitled to in Mexico?
Beyond the main categories, Mexico’s leave policy includes several additional entitlements that employers need to account for. Some are set out in the Federal Labour Law, while others are commonly included in collective bargaining agreements or company policies.
Additional statutory and common leave types in Mexico
Paternity leave in Mexico
Fathers are entitled to 5 working days of paid leave following the birth or adoption of a child. This applies to both biological and adoptive fathers and is paid directly by the employer, not IMSS.
Adoption leave in Mexico
Adoptive mothers receive 6 weeks of paid leave, the same duration as post-birth maternity leave. Adoptive fathers receive 5 working days, the same as paternity leave.
Bereavement leave in Mexico
The Federal Labour Law does not establish a general statutory entitlement to bereavement leave. However, employers may provide bereavement leave through internal policies, employment contracts, collective bargaining agreements, or discretionary practices. Employers should review any applicable collective bargaining obligations.
Marriage leave in Mexico
Marriage leave is not a statutory entitlement under the Federal Labour Law. However, many employers voluntarily provide marriage leave through company policies, employment contracts, or collective bargaining agreements.
Study or union leave in Mexico
Employees who are elected to union roles or who participate in certain educational programmes may be entitled to leave under the Federal Labour Law, subject to specific conditions.
Disability leave (beyond sick leave) in Mexico
In cases of long-term or permanent disability, IMSS can extend coverage beyond the standard 52-week sick leave period, with benefits continuing under a separate disability scheme.
Key summary: In addition to vacation, sick leave, and maternity leave, employees in Mexico are entitled to statutory paternity leave and adoption-related leave. Other leave categories, such as marriage leave and bereavement leave, are generally governed by employer policies, employment contracts, or collective bargaining agreements rather than federal law. Employers should review any sector-specific collective bargaining obligations that may apply.
Are public holidays paid in Mexico?
Yes, public holidays in Mexico are fully paid days off. The Federal Labour Law establishes mandatory paid public holidays under Article 74, and employees cannot be required to work on these days without receiving additional compensation.
Mexico’s mandatory public holidays
Date | Holiday |
1 January | New Year’s Day |
First Monday of February | Constitution Day |
Third Monday of March | Benito Juárez Day |
1 May | Labour Day |
16 September | Independence Day |
Third Monday of November | Revolution Day |
25 December | Christmas Day |
Election Day | Every 3 or 6 years (federal elections) |
In addition, 1 October every six years is a mandatory public holiday for the transfer of federal executive power following the constitutional reform that moved presidential inauguration day from 1 December to 1 October.
What happens if an employee works on a public holiday in Mexico?
If an employee is required to work on a mandatory public holiday, they must receive triple pay for that day. This means their normal daily wage, plus double that amount as a premium for working on a public holiday.
Important for employers: Many companies in Mexico also observe additional regional or sector-specific holidays. These are not mandated by federal law but may be required under collective bargaining agreements. It is worth checking what applies in your specific location and industry.
In summary, Mexico recognises mandatory paid public holidays under Article 74 of the Federal Labour Law with employees fully protected from losing pay on those days. If an employee works on a public holiday, they are entitled to triple pay. Some sectors and regions observe additional holidays under collective agreements, which employers should verify separately.
What changed in Mexico's vacation law in 2023?
Mexico’s 2023 vacation reform, which came into effect on 1 January 2023, doubled the minimum annual vacation entitlement for employees. Before the reform, employees in their first year of service were only entitled to 6 vacation days. The updated Federal Labour Law raised that minimum to 12 days.
What the reform changed?
Before 2023 | From 1 January 2023 | |
Year 1 vacation days | 6 days | 12 days |
Year 2 vacation days | 8 days | 14 days |
Year 3 vacation days | 10 days | 16 days |
Year 4 vacation days | 12 days | 18 days |
The reform also reinforced the rule that vacation days must increase progressively with each year of service, adding two additional days per year for the first five years, and then two days for every five years after that.
What did not change?
The vacation premium (prima vacacional) of 25% remained unchanged. Employers still pay this on top of the employee’s regular salary for each vacation day taken.
What this means for employers in Mexico?
If you hired employees in Mexico before 2023 and have not updated their vacation entitlements to reflect the new minimums, you are likely out of compliance. Any employment contract or company policy that still references the old 6-day starting entitlement needs to be revised. The reform applies to all employees, including those already employed at the time it came into force.
Mexico’s 2023 vacation reform doubled the minimum vacation entitlement from 6 days to 12 days for employees in their first year of service. All subsequent year entitlements were also increased proportionally. Employers with contracts referencing the old minimums need to update them. The 25% vacation premium was not affected by the reform.
How does CXC reduce compliance risks related to employee leave in Mexico?
CXC helps employers hiring in Mexico stay on top of their leave obligations by managing compliance on their behalf, so they do not have to track every change to the Federal Labour Law themselves. From IMSS registration to contract compliance and payroll accuracy, we handle the operational detail that creates risk when it is managed inconsistently.
Where compliance gaps tend to appear?
Hiring in Mexico without local expertise creates predictable pressure points:
- Outdated contracts that still reference pre-2023 vacation minimums.
- Missed IMSS registrations that leave employers liable for sick pay and maternity pay they assumed IMSS would cover.
- Incorrect vacation premium calculations that result in underpayment and potential disputes.
- Misclassified workers who are engaged as contractors but legally qualify as employees with full leave entitlements.
- Collective agreement obligations that apply to specific sectors or regions and are easy to overlook without local knowledge.
How CXC supports compliant hiring in Mexico?
As an Employer of Record (EoR) in Mexico, CXC employs workers on your behalf under a locally compliant contract. This means:
- All employees are correctly registered with IMSS from day one.
- Vacation entitlements, premiums, and public holiday pay are calculated accurately.
- Maternity and paternity leave is administered in line with current law.
- Employment contracts reflect the 2023 vacation reform and any subsequent updates.
- Your team has a dedicated compliance expert who monitors regulatory changes as they happen.
- Ongoing support is provided in relation to statutory leave administration, payroll compliance, and evolving labour law requirements.
Whether you are hiring one employee or scaling a team across Mexico, we make sure your leave policy in Mexico is built on accurate, up-to-date foundations from the start.
Want to hire in Mexico without the compliance guesswork?
Get in touch with us to find out how we can support your team.
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