On June 17, 2025, the long-anticipated labor reform known as the “Chair Law” will come into effect, following its publication in the Federal Official Gazette on December 19, 2024. This legal amendment represents a milestone in the field of occupational health and workplace conditions in Mexico, and is part of broader efforts to guarantee more dignified work environments, in alignment with international standards.
The new employer obligation mandates that companies provide seats or chairs with backrests for both the performance of work-related duties and for periodic rest during the workday. This requirement primarily applies to the services and retail sectors, as well as to workplaces where the nature of the functions is compatible with such measures. The only permissible limitations are those justified on safety grounds. This means that, except for duly substantiated exceptions, no employee should be required to remain standing throughout the entire work shift.
Furthermore, the regulation encourages companies to update their Internal Labor Regulations to incorporate provisions regarding rest periods and the use of seating. This is not only a legal obligation, but also a best practice that helps prevent disputes and strengthens a culture of compliance within organizations.
In anticipation of this new legal mandate, the Labor and Social Welfare Ministry (STPS) has announced a significant increase in labor inspections for 2025. It is projected that over 43,000 inspection visits will be conducted nationwide, with specific actions to monitor compliance with the “Chair Law.” The use of digital enforcement tools, such as the Digital Inspection System (SIDIL) and the Labor Complaints and Accidents System (SIQAL), enables the authorities to strategically identify workplaces at higher risk of non-compliance. This digital oversight, in combination with direct complaints, enhances the government’s capacity for supervision and enforcement.
In this context, it is essential for companies to adopt timely and concrete measures. It is recommended to conduct a workplace position assessment to identify roles that require adaptation, procure suitable ergonomic furniture, and provide training to personnel on the new rights and obligations. Likewise, it is advisable to amend the Internal Labor Regulations and maintain documentary evidence of the measures implemented, which will be of critical importance in the event of a labor inspection.
Finally, it should be noted that non-compliance with these provisions may result in fines ranging from 250 to 2,500 times the daily value of the Unit of Measurement and Update (UMA), that is., from $1,496.57 to $14,965.67 USD. In cases of repeated violations, penalties may include the temporary suspension of operations at the workplace. As always, our legal team remains available to provide advisory services for the proper implementation of this reform. We encourage all employers to take proactive measures and to position themselves as responsible actors under this new labor standard.
