--- title: "Five working-time indicators Human Resources should watch · Sicheca" description: "Simple metrics to anticipate working-time and overtime noncompliance." url: https://sicheca.com/en/blog/indicadores-de-jornada-para-recursos-humanos lang: en alternate_es: https://sicheca.com/blog/indicadores-de-jornada-para-recursos-humanos.md --- For Human Resources · 3 min read # Five working-time indicators Human Resources should watch Short answer With five numbers a week you know whether you will comply or not. ## The five - People above the maximum workday. - Overtime per person against the cap. - Days with more than 12 hours. - Days without a record. - Manual corrections. ## How to read them The first three measure legal risk. The last two, the quality of your record. ## 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 - Implementing the record without explaining it to the team. - Adjusting clock-ins to match the shift. - Not having someone who reviews every day. - Leaving out managers and remote staff. - Measuring only tardiness and not hours worked. ## What to do now 1. Gather the actual hours by position. 2. Present to management the effect of the 46-hour workday. 3. Write or update the overtime policy. 4. Choose the recording system and run a one-week trial. 5. Communicate the change and sign the agreement. ## Related terms **[What is PROFEDET](https://sicheca.com/en/blog/que-es-la-profedet).** PROFEDET is the Federal Labor Defense Attorney's Office (Procuraduría Federal de la Defensa del Trabajo). **[What are the internal work regulations](https://sicheca.com/en/blog/reglamento-interior-de-trabajo).** The internal work regulations are the document with the mandatory rules inside the company: schedules, breaks, pay days and disciplinary measures. **[What is the seventh day (séptimo día)](https://sicheca.com/en/blog/septimo-dia).** The seventh day is the paid rest day, at full salary, that every person is entitled to for every six days worked. ## Frequently asked questions ### How often should you review them? Every week, because the overtime cap is weekly. ### Is overtime counted by week? Yes. The cap on double-time overtime is weekly and per person. ### Can someone work more than 12 hours in a day? No. The sum of ordinary and overtime hours cannot exceed 12 hours per day. ### Does salary go down if fewer hours are worked? No. The reform prohibits lowering wages and benefits because of the reduction in working hours. ### 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. ## Legal basis and sources - Working hours: articles 58 to 64 of the LFT and second transitory provision of the decree. - UMA value: INEGI, published every January in the Official Gazette of the Federation. - [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 [ For Human Resources **Labor reform: work plan for Human Resources**](https://sicheca.com/en/blog/reforma-laboral-guia-para-recursos-humanos) [ For Human Resources **How to communicate the working-time record to your team**](https://sicheca.com/en/blog/como-comunicar-el-registro-de-jornada-al-equipo) [ For Human Resources **Overtime policy: what it should say**](https://sicheca.com/en/blog/politica-de-horas-extra-como-redactarla) [ Law and fines **Fine for not keeping the electronic working-time record**](https://sicheca.com/en/blog/multa-por-no-llevar-registro-de-jornada) [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. [Join the waitlist](https://sicheca.com/en/lista-de-espera?utm_source=blog&utm_medium=articulo&utm_campaign=indicadores-de-jornada-para-recursos-humanos&utm_content=final)