Even though the reduction of the number of hours in the workweek will not be applied immediately, 2026 will mark the beginning of a profound reconfiguration in productivity, costs, and the organization of work moving toward the 40-hour workweek in 2030, warns specialist Carla Martínez Santiesteban.
The reduction of the workweek to 40 hours continues its progress in the legislative debate, but its impact will not be immediate. According to Carla Martínez Santistevan, a lawyer specializing in Corporate -Labor Law and a senior associate at the De la Vega & Martínez Rojas Law Firm, 2026 will be a key transition year for companies to prepare before the reform fully takes effect in 2027.
As of today, the bill has not been approved yet by Congress and, therefore, there is no final version. However, the overall plan provides that there will not be any effective reduction of the workweek during 2026. Starting in 2027, the number of hours in the workweek will begin to decrease gradually, by two hours per year, until reaching 40 hours per week in 2030.
“This makes 2026 a strategic period for employers to adjust processes, evaluate productivity schemes, and reorganize operations in anticipation of the changes to come”, the specialist explains.
More flexibility, but with new rules
One of the noteworthy elements of the project is the incorporation of a greater flexibility in the distribution of working hours. For example, an amendment to Article 58 of the Federal Labor Law is proposed, so that employers and employees can agree on how working time is distributed, without mandating two days of rest per week or setting specific days, as proposed in early drafts.
Another key point is the adjustment of overtime, a practice that has been used in numerous work centers to compensate staff shortages or operational delays. During the tripartite forums between the government, unions, and the business sector, making this system more flexible was one of the main demands from businesses.
The proposal considers that the current cap of 9 weekly hours of overtime be increased gradually to 12 hours in 2030, maintaining the current payment regulations: double the hourly wage during the permitted limit, and triple when it is exceeded. The intention, Martínez Santistevan clarifies, is not to normalize excessive work hours, but to allow an orderly transition of operating costs.
Labor Law The reform for reducing the workweek to 40 hours will not be applied immediately, but 2026 will be a key year for companies to adjust processes, costs, and work schemes moving toward 2030. (Courtesy)
The true challenge: productivity and control
Beyond the hours that are worked, the success of the reform will depend on how work time is optimized. Mexico continues to be one of the countries with the highest number of hours worked, but with low levels of productivity and, therefore, the change points toward a profound reorganization of the labor model.
Among the main challenges we have the implementation of mandatory electronic record-keeping, a monitoring of the hours actually worked, and the adaptation to new rules in overtime matters. This will force many companies to strengthen their internal governance and modernize control systems, something that will not be easy for everyone, particularly micro, small, and medium-sized businesses.
Is the private sector ready?
The private sector, large companies in particular, has been anticipating this scenario for some time, and has even launched pilot programs. However, there are at least three key challenges: the impact on operation costs, more significant for SMEs, the scarcity of skilled labor, and the risk of some employers opting for informality in order to reduce the economic burden.
Even so, the specialist notes that the reform should not be seen solely as a reduction of hours, but as an opportunity to rethink how work is organized, incorporating digital tools, and moving toward more sustainable models.
Will there be layoffs?
It is not possible to assert that the reform will lead to layoffs, although it cannot be ruled out that some employers will opt for personnel adjustments. What remains clear is that the bill does not provide for any special regime that justifies layoffs and, therefore, any termination of the employment relationship that is linked to this pressure must be considered as being unjustified, with the corresponding legal consequences.
Workers, the lawyer notes, retain their right to severance pay and may go to the Conciliation Centers and, if necessary, to labor courts.
What comes next
In addition to the workweek, 2026 could bring progress in other reforms, as possible changes to the year-end bonus, an increase to the mandatory number of days of rest and an increased regulation of teleworking, hybrid schemes, and the use of artificial intelligence in the workplace. It will also be crucial to see how the Chair Law is implemented in practice and to address any potential loopholes.
“The focus for 2026 will be on generating juridical certainty, with a clear final project and precise guidelines for its application. This will be the real starting point”, Martínez Santistevan concludes.
