December 1st, 2025
News and Insights
Reduction of Labor Hours
Contact Us:
Erick Sastré
Senior Associate
(52) 5541666442
[email protected]
Andrea Andrade
Associate
(52) 525552795989
[email protected]
Reduction of Labor Hours
On May 1st, 2025, the Federal Government officially announced that the implementation of the 40-hour workweek will be carried out gradually, with the aim of being fully in place by January 2030. The purpose of this reform is to reduce the weekly workload without decreasing employees’ wages, allowing workers to have more free time to rest, spend time with their families, and improve their overall well-being.
On Monday, November 24th, 2025, President Claudia Sheinbaum confirmed that the proposal to establish a maximum 40-hour workweek will be submitted before the end of 2025; however, its legislative discussion will be postponed until 2026. Nevertheless, Ricardo Monreal, Morena’s coordinator in the Chamber of Deputies, stated that the initiative could be introduced before December 15th, 2025.
The government has indicated that the delay in submitting the proposal— which will be drafted by the Ministry of Labor and Social Welfare (STPS)— is due to ongoing efforts to reach an agreement among the business sector, employers, and labor unions. As a result, it is possible that the reform will be presented this year, although its approval may not occur until the 2026 legislative session.
The details of the reform remain undisclosed; however, the President has assured that her administration aims for a gradual implementation, allowing for staggered transitions based on the type and size of each company. This means that the 40-hour workweek may not be fully in place until 2030.
During the public forums organized by the Ministry of Labor and Social Welfare (STPS), more than a dozen proposals were presented, addressing topics such as:
- Constitutional reform to recognize two days of rest for every five days worked.
- Sector-specific rules and functional criteria, as well as a sectoral assessment for industries requiring special provisions.
- Flexibility in the distribution of working hours, whether weekly or monthly.
- Regulation of new work arrangements.
- Saturday premium pay.
- Protection of wages to ensure that employees’ compensation is not reduced due to shorter working hours.
The government, together with the Ministry of Labor and Social Welfare (STPS), is analyzing the possibility of incorporating into the reform an average monthly limit of 160 hours, allowing companies to allocate them with greater flexibility, as well as establishing a cap on triple overtime. The reform may also include an obligation for employers to maintain accurate records of working hours and to prevent any reduction in employees’ wages.
Recommended Immediate Actions
Considering the above, and given the high probability that the reform will be approved by the end of this year, we recommend:
- Conducting an internal assessment of schedules, effective working hours, overtime practices, and workload per position.
- Reviewing employment agreements and internal workplace policies to identify clauses requiring amendment.
- Evaluating flexible work models (rotating shifts, monthly distribution, hour banks, etc.).
- Maintaining proactive communication with union representatives.
- Monitoring legislative developments closely to ensure timely compliance.
The forthcoming reform to the workweek represents one of the most significant changes to labor regulations in recent years. Although its approval will not be immediate, it is essential for companies to begin preparing now to mitigate legal, financial, and operational risks.
At Cannizzo, we remain at your service to provide tailored advice, prepare implementation scenarios, and support you in reviewing your internal labor documentation.
Yours sincerely,
Cannizzo