In face of the discussion and approval of the labor reform relating to the reduction of the workweek from 48 to 40 hours, unions and employers take the lead and begin to negotiate and apply such reduction in their collective labor contracts.
In separate interviews, both union leaders and specialists emphasized that, in face of the imminent change, actions are being taken, such as analyzing shifts and working hours, to avoid sudden changes in their workforce.
Last March 13, the Mexican Workers Union League (Liga Sindical Obrera Mexicana) in 3M in San Luis Potosí not only negotiated a 13.8% increase in its collective labor contract, between salary and benefits, but also obtained the elimination of one of the shifts called 6×2; clearly stating in the contract the two days off, giving priority to weekends unlike the previous arrangement, giving way to a reduction in the workweek.
Moreover, contract manufacturing (maquila) facilities in the north of the country have taken similar actions, as stated by Susana Prieto, representative of the 20/32 SNITIS Movement, who remarked that companies such as Panasonic began the reduction of the workweek, from 48 to a top of 45 weekly hours; as well as Tridonex, a company with which a Collective Labor Contract was signed establishing a workweek of 42 hours from March first, and 40 hours starting 2026.
“Thus, by way of union action, we have progressively diminished the maximum working hours provided by the Federal Labor Law, which is of course a significant achievement; we are one step ahead – through this union struggle – on those actions to be taken by the President of the Republic; the ruling of the law on the reduction to 40 hours has been delayed for too long”, stated labor attorney Susana Prieto.
Companies should be adjusting
In this sense, José Sesma, labor specialist at Sales Boyoli, explained that “this will become real, it is imminent that Congress passes the reduction of the workweek. Different models for the implementation of the reduction to grant at least two days off have been discussed in further detail in both chambers; thus, employers must be preparing with workweek reductions, each one adapting to their needs, as one way to move ahead. The easiest ways are to hire personnel to staff the shifts, or increase overtime; but there are other options, such as streamlining processes using AI and review which processes are not necessary within the company”.
In this regard, Héctor de la Cruz, partner at D&M Abogados, stated that “the reduction of the workweek to 40 hours – either progressively or at some point – will cause a huge impact in the negotiations of Collective Contracts in the whole country, due to operational costs which will tend to increase”.
This, because hiring more personnel will be necessary to fulfill production or rendered services’ needs, or otherwise pay higher amounts for overtime, “keeping in mind that, relating to this last item, since last year many companies had to adjust their work plans to avoid incurring in the provisions of the Law to Prevent and Eradicate Human Trafficking (overtime)”.
Many companies in the country need to run a continuous production process, as is the case of the contract manufacturing (maquiladora) industry or specific assumptions such as the oil industry, which can be directly impacted by the reduction of the workweek, as well as those companies that provide 24/7 services. We shall recall that the reduction in working hours does not imply diminishing salaries.
“These types of initiatives must be accompanied by programs to enhance productivity and competitiveness, particularly now that the country is facing difficult times. It is fair that people enjoy more resting time, but it is also necessary to incentive that working time be more productive, and this will be the challenge in the negotiations with the unions”, he stated.
