For Human Resources · 4 min read
Labor reform: work plan for Human Resources
Short answer
Human Resources has four fronts: shifts, overtime, the record and communication. Take them on in that order.
The four fronts
- Shifts: redesign for 46 hours.
- Overtime: control the weekly cap and the daily maximum.
- Record: choose an electronic system and agree on it in writing.
- Communication: explain to the team what changes and what does not.
The most helpful data
Each person's real hours over the last few weeks.
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
- 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
- Gather the actual hours by position.
- Present to management the effect of the 46-hour workday.
- Write or update the overtime policy.
- Choose the recording system and run a one-week trial.
- Communicate the change and sign the agreement.
Related terms
What are the internal work regulations. 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). The seventh day is the paid rest day, at full salary, that every person is entitled to for every six days worked.
What is REPSE. REPSE is the STPS registry required of every company that provides specialized services or work to another company with its own staff.
Frequently asked questions
Where do I start?
By measuring. Without real hours, any new shift is a gamble.
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.
Where do I find the official text?
In the Official Gazette of the Federation of May 1, 2026 and in the current version of the Federal Labor Law published by the Chamber of Deputies.
Does this replace the advice of a lawyer?
No. It is general information. For decisions about your company, consult a labor lawyer.
Legal basis and sources
- 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. Official Gazette of the Federation, May 1, 2026.
- Federal Labor Law, current text. 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.