Hiring in Mexico: Minimum Wage and Employment Guide

Just south of the U.S. border and operating in similar time zones, Mexico is an increasingly attractive destination for American companies seeking international talent. The country offers a large, well-educated workforce, with a growing pool of tech professionals and STEM graduates. However, while access to a skilled and often bilingual talent base is a major advantage, hiring in Mexico requires a clear understanding of the country’s comprehensive labor regulations. The Federal Labor Law (Ley Federal del Trabajo, or LFT) governs nearly every aspect of the employment relationship, from contracts and minimum wage requirements to termination procedures and mandatory benefits.

This guide walks you through everything you need to know to hire and manage employees in Mexico compliantly.

Key Facts About Employment in Mexico

Employment Contracts in Mexico

Mexican labor law requires the conditions of work to be recorded in writing, and Article 25 of the LFT sets out the minimum content that must appear in that written document. Indefinite-term employment is the default structure for ongoing work. Fixed-term, project-based, seasonal, trial-period, and initial-training arrangements are permitted only in the cases expressly allowed by the LFT.

• Permanent (indefinite) contract: This is the most common form of employment in Mexico. Notably, any contract that exceeds three months automatically converts to an indefinite contract by law, regardless of its original classification. A trial period may be included in indefinite-term relationships, or in relationships longer than 180 days. It is generally capped at 30 days, and may extend up to 180 days for management, technical, or specialized positions.
• Fixed-term/ Temporary contract: This employment contract is used when the nature of the work has a defined end date, such as a seasonal project or a specific assignment. These must be justified by the nature of the work.

Every written employment document should, at a minimum, 

• State the parties’ identifying details
• The type and duration of the relationship
• The services to be rendered; workplace(s)
• Work schedule
• Salary, form, and place of payment
• Training obligations
• Weekly rest day
• Designated beneficiaries
• Wet signatures (Handwritten)

Any other conditions required by Article 25 of the LFT must be stated.

Payroll, Taxes, and Social Security in Mexico

Employers in Mexico must comply with federal tax, social-security, and housing-fund obligations, and may also owe state payroll tax depending on where employees work. IMSS and INFONAVIT follow federal compliance calendars, while state payroll-tax filing dates and rates depend on local law. INFONAVIT contributions are employer-funded and paid on a bimonthly basis. State payroll tax varies by state; Mexico City, for example, increased its payroll tax from 3% to 4% in 2025

Employer Payroll Contributions

Total employer costs in Mexico are estimated at approximately 27% to 41% of the employee's contribution base salary (Salario Base de Cotización, or SBC), depending on the state, industry, and employee profile.

Employee Payroll Contributions

Employee payroll deductions generally include ISR withholding plus employee-side IMSS contributions. Published federal IMSS employee components commonly include the following

Individual Income Tax in Mexico

Mexico applies a progressive individual income tax (ISR). Employers generally calculate payroll withholding using SAT pay-period tables, and annual tax calculations use the annual tariff in the same annex. For 2026, the annual tariff ranges from 1.92% to 35%.

Compensation & Benefits in Mexico

Mexico requires several statutory benefits that materially affect total employment cost. U.S. employers should budget for these items separately from base salary.

Working Hours and Overtime in Mexico

Mexico's Federal Labor Law (LFT) establishes strict limits on daily and weekly working hours, and these rules vary depending on the type of shift an employee works. Employers must comply with these limits to avoid sanctions and ensure proper overtime compensation.

Standard Working Hours by Shift Type

Overtime Limits and Compensation Rates

Overtime in Mexico is tightly regulated under LFT Articles 66–68. The law imposes a strict weekly cap on legally scheduled overtime and mandates premium pay rates for all hours worked beyond the standard shift.

Leave and Statutory Time Off in Mexico

Mexico provides a range of statutory leave entitlements that all employers must honor under the employment law of Mexico. 

Paid Annual Leave (Vacation) Entitlement by Seniority

Employees in Mexico accrue paid vacation based on their length of service. The entitlement begins after the completion of the first full year of employment and increases progressively. Unused vacation must be taken within 6 months of the employee's work anniversary; it does not automatically roll over indefinitely.

After year 5, vacation entitlement increases by 2 working days for each subsequent 5-year period of service. Employers must grant a vacation within the legal period following the service anniversary.

Public Holidays

Mexico observes 7 mandatory public holidays per year under the LFT. Employees who work on a statutory mandatory rest day must receive the regular pay for that day, plus double pay for the services rendered.

• New Year's Day
• Constitution Day Memorial
• Benito Juárez's Birthday Memorial
• Labor Day
• Independence Day
• Revolution Day Memorial
• Christmas Day

Mexico’s mandatory statutory rest days are those listed in Article 74 of the LFT. They include January 1; the first Monday in February; the third Monday in March; May 1; September 16; the third Monday in November; October 1 every six years when the federal executive changes; December 25; and the election day designated by electoral law when applicable.

Other Statutory Leave Types

The table below summarizes all statutory leave entitlements in Mexico, including duration, pay rate, and the funding source for each type:

Hiring and Onboarding Process in Mexico

Hiring in Mexico involves several formal registration steps that must be completed before or immediately upon an employee's start date. 

New employee registration steps:

• New employees must obtain a Federal Taxpayer Registry code (RFC) from the SAT.
• Employees must register with the Unique Population Registry Code (CURP) to receive a unique national ID.
• The employer must register the new employee with the IMSS within 5 business days of the employment start date.
• Once registered, the employee must submit IMSS confirmation to a designated health clinic for medical care access.

Work permits for foreign hires: Foreign nationals who will work in Mexico generally need immigration authorization linked to a job offer. Shorter assignments may be covered by visitor status with permission to perform remunerated activities, while longer assignments generally use temporary resident status. Temporary residence can extend for up to four years, and permanent-residence options depend on the applicable migration rules rather than a blanket “same employer for four years” rule.

Termination & Notice Periods in Mexico

Mexico does not recognize at-will employment for employers. Terminating an employee without just cause triggers mandatory severance obligations under the LFT. Valid reasons for dismissal (just cause) include: 

• Providing false information about qualifications at the time of hiring
• Dishonesty or breach of trust
• Vandalism or damage to company property
• Sexual harassment in the workplace
• Alcohol or drug use during working hours
• Disclosure of confidential company information
• Refusal to comply with safety regulations
• Four or more unexcused absences within a 30-day period

Notice requirements: There is no statutory minimum notice period in Mexico. However, if an employer is aware of misconduct, written notice of termination must be provided within 30 days of discovering the cause. In practice, two weeks' notice is commonly extended as a courtesy in cases of termination without cause or voluntary resignation.

Severance pay: For termination without just cause, employers must pay full severance consisting of: 

• 3 months' salary
• 20 days' salary for each year of service
• A seniority premium equal to 12 days of wages per year of service (capped at twice the daily minimum wage)

Employees who voluntarily resign after 15 or more years of service are also entitled to the seniority premium. All accrued wages, unused vacation, and a proportional Aguinaldo must be settled on the employee's last working day.

Useful Resources

The following official government portals provide authoritative information on employment law in Mexico, payroll in Mexico, and work permits in Mexico:

• INM – National Institute of Immigration
• STPS – Ministry of Labor and Social Welfare