--- title: "Salary does not go down with the reduction in working hours · Sicheca" description: "The reform prohibits reducing wages and benefits because of the reduction in working hours." url: https://sicheca.com/en/blog/el-salario-no-baja-con-la-reduccion-de-jornada lang: en alternate_es: https://sicheca.com/blog/el-salario-no-baja-con-la-reduccion-de-jornada.md --- Law and fines · 4 min read # Salary does not go down with the reduction in working hours Short answer Working fewer hours cannot mean earning less. The seventh transitory article of the decree prohibits the reduction of working hours from lowering wages, salaries or benefits. ## What it means for the company The cost per hour goes up, because the same amount is paid for fewer hours. ## What it means for hourly workers Hourly pay must be adjusted so that income does not go down. ## What you can do Reorganize shifts, distribute the workday by agreement and reduce unnecessary overtime. ## How to do the math by hand With 10 people working 48 hours and a maximum of 46, that is 2 hours per person: 20 hours per week to cover. ## The reform in one minute The reform has two parts. On March 3, 2026, article 123 of the Constitution was amended to set the 40-hour workweek. On May 1, 2026, the Federal Labor Law was amended, which is where the detail is. - The maximum working week drops from 48 to 40 hours, two hours per year, between 2027 and 2030. - Overtime has a weekly cap: it is paid at double time up to the cap and at triple time for up to 4 more hours. - Each company must electronically record the start and end time of each person's workday. - Not keeping that record is fined 250 to 5,000 UMA. - Salary and benefits cannot go down because of the reduction in hours. What remains pending are the STPS general rules, which will define who the record applies to and what exceptions there will be. They take effect on January 1, 2027. | Year | Maximum working hours | Double-time overtime | Triple-time overtime | | --- | --- | --- | --- | | 2026 | 48 h | 9 h | 4 h | | 2027 | 46 h | 9 h | 4 h | | 2028 | 44 h | 10 h | 4 h | | 2029 | 42 h | 11 h | 4 h | | 2030 | 40 h | 12 h | 4 h | Decree published in the Official Gazette of the Federation on May 1, 2026, second and fourth transitory provisions, and article 68 of the LFT. Each change applies from January 1. ## Common mistakes - Assuming the obligation does not apply because you are a small business. - Believing a device or fingerprint is required. - Confusing the date the law took effect with the date of the STPS rules. - Reading the 2030 caps as if they already applied. - Trusting a provider that claims to be certified by the authority. ## What to do now 1. Read what article 132, section XXXIV, requires. 2. Review how you record your staff's clock-in and clock-out today. 3. Choose an electronic recording method. 4. Agree on it in writing with each person. 5. Check the STPS general rules when they are published. ## Related terms **[Sunday premium: what it is and how it is calculated](https://sicheca.com/en/blog/prima-dominical).** The Sunday premium is an additional payment of at least 25% on the salary of an ordinary day for anyone who works on Sunday. **[What the STPS is and what it does](https://sicheca.com/en/blog/que-es-la-stps).** The STPS is the Ministry of Labor and Social Welfare. **[What is a labor severance payment (liquidación)](https://sicheca.com/en/blog/que-es-una-liquidacion).** The liquidación is what is paid when the company ends the employment relationship without just cause. ## Frequently asked questions ### Does it apply to benefits such as aguinaldo (year-end bonus)? Yes. The protection includes benefits. ### Does the law require a particular system? No. It asks that the record be electronic and include the start and end time for each person. ### What happens when the STPS publishes its rules? They will specify who the record applies to and its exceptions. It is worth checking them as soon as they appear in the Official Gazette of the Federation. ### Is the reform already in force? Yes. The reform to the Federal Labor Law took effect on May 1, 2026. The reduction in working hours starts on January 1, 2027. ### Who monitors compliance? The Ministry of Labor and Social Welfare, through inspections. ## Legal basis and sources - Fines: articles 992, 994 and 1002 of the LFT. - Working hours: articles 58 to 64 of the LFT and second transitory provision of the decree. - Salary: articles 82 to 90 of the LFT. - [Decree amending the Federal Labor Law on the reduction of the working week](https://sidof.segob.gob.mx/notas/docFuente/5786537). Official Gazette of the Federation, May 1, 2026. - [Federal Labor Law, current text](https://www.diputados.gob.mx/LeyesBiblio/pdf/LFT.pdf). Chamber of Deputies. **How we write this content.** The Sicheca team writes it from the official text of the law. When something is not yet defined by the authority, we say so. It is general information and does not replace the advice of a lawyer or an accountant. ## Keep reading [ Law and fines **Are two rest days mandatory with the reform?**](https://sicheca.com/en/blog/dos-dias-de-descanso-son-obligatorios) [ Law and fines **Workers under 18: no overtime**](https://sicheca.com/en/blog/menores-de-edad-no-pueden-trabajar-horas-extra) [ Law and fines **Article 132, section XXXIV, of the LFT explained**](https://sicheca.com/en/blog/articulo-132-fraccion-xxxiv-lft) [ Hours and workday **Overtime in 2027: how much is allowed and how it is paid**](https://sicheca.com/en/blog/horas-extra-2027-limites) [See all articles](https://sicheca.com/en/blog/) Who publishes this blog Sicheca is a digital time clock for recording working time from your phone. We write these guides from the official text of the law, so any business can understand what applies to it. If you want to try it, there is a waitlist. 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