Statutory Requirements for Mexican Work Rules (Internal Work Regulations)
In Mexico, internal work rules (Reglamento Interior de Trabajo) are not unilateral internal policies created solely by the employer.
They are treated as formal legal regulations under Mexican labor law.
If mandatory items are missing, this may result in:
- ✔ Labor disputes
- ✔ Findings during labor inspections or audits
- ✔ The work rules being deemed invalid
Below is a summary of the mandatory items explicitly required by law.
1. Working Hours and Breaks (Mandatory)
The work rules must clearly specify:
- Start and end times of work
- Meal break periods
- Mandatory rest periods during the workday
- Place and timing of commencement and completion of work
Even in cases of shift work or flexible schedules, the basic rules must be clearly defined in writing.
2. Workplace Cleaning and Maintenance Rules
- Days and times for cleaning
- Scope of cleaning (facilities, machinery, equipment, etc.)
This requirement is often overlooked, especially in manufacturing and warehouse operations, but it is legally mandatory.
3. Salary Payment Provisions
- Pay dates
- Place or method of payment (e.g., bank transfer)
Detailed payroll calculation rules are not required, but when and where salaries are paid must be clearly stated.
4. Working Posture and Equipment
- Employees’ right to use chairs with backrests during work
This point was emphasized in the 2024 labor law reform and applies to both office work and production environments.
5. Occupational Safety and Health
- Rules for preventing workplace accidents
- Procedures for first aid and emergency response
These items are always reviewed during inspections by the STPS (Ministry of Labor).
6. Protection of Minors and Pregnant Employees
- Hazardous or unhealthy work prohibited for minors
- Protective measures for pregnant employees
These provisions are required even if no such employees are currently employed.
7. Medical Examinations and Health Checks
- Timing of pre-employment and periodic medical examinations
- Methods of implementation
- Compliance with preventive measures mandated by authorities
Vague expressions such as “when necessary” should be avoided.
8. Leave, Absences, and Permits (Permisos y Licencias)
- Paid annual leave
- Special leave
- Treatment of absences and unpaid leave
Many companies rely solely on internal practice, making this a high-risk compliance area.
9. Disciplinary Measures and Procedures (Critical)
The work rules must clearly include:
- Types of disciplinary actions
- Applicable procedures
- The employee’s right to be heard before any sanction
- Suspension without pay limited to a maximum of 8 days
If these rules are insufficient, disciplinary actions or dismissals may be declared invalid.
10. Other Provisions Required by the Nature of the Business
- Industry-specific safety rules
- Internal rules necessary for operations
However, any provisions that conflict with labor law or collective bargaining agreements are invalid.
11. Important Notes on Drafting and Administration (Supplementary)
- Work rules must be drafted by a joint committee of employer and employee representatives
- After approval, they must be filed and registered with the labor authorities
- Registered work rules are publicly accessible
Practical Summary
Mexican work rules are not:
- A simple translation of Japanese work rules
- A purely formal internal policy
They are legally binding labor compliance documents.
Missing provisions or inconsistencies between written rules and actual practice can later develop into serious labor risks.
Careful drafting and proper implementation are essential.
Disclaimer
The information provided on this website is for general informational purposes only and does not constitute legal advice.
While efforts are made to ensure accuracy, the application of Mexican labor laws may vary depending on individual circumstances.
For specific situations or practical implementation, please feel free to contact us for an individual consultation.
This content is intended to support understanding and decision-making in labor management and compliance matters.
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