Mexico Labor Law Changes 2026: What Employers Need to Know

Several labor law changes took effect in Mexico between September 2025 and January 2026. Among them are a mandate for workplace violence prevention training (January 2026), the launch of the SIQAL digital complaints platform (September 2025), the Ley Silla requiring proper seating for standing workers (December 2025), and a new inspection protocol covering subcontracting and specialized services (November 2025). Each change carries distinct employer obligations and enforcement exposure.

Four changes at a glance

The table below summarizes all four changes, their effective dates, and the primary employer obligation under each.

Workplace violence prevention training mandate (January 2026)

As of January 2026, employers in Mexico are required to provide training to all employees on preventing and eradicating violence against women in the workplace.

To comply, employers must:

• Offer training that covers identification, prevention, and eradication of workplace violence, delivered on a regular basis and attended by all employees.
• Include reporting procedures and guidance on promoting respectful behavior in the training content.
• Document employee participation, the content covered, and the frequency of training sessions.

The Ministry of Labor and Social Welfare (STPS) has authority to impose fines for noncompliance ranging from approximately 29,000 MXN to 586,000 MXN ($1,626 to $32,850 USD).

The SIQAL digital complaints platform (September 2025)

In September 2025, the STPS launched SIQAL — the Labor Complaints and Accidents System — a digital platform that allows employees and third parties to report alleged labor violations and workplace accidents. Complaints can be submitted anonymously. SIQAL works alongside SIDIL (the Intelligence Data System for Labor Inspections) to centralize and digitize labor enforcement across Mexico.

According to L&E Global, SIQAL submissions frequently trigger extraordinary inspections and administrative proceedings with minimal advance notice. Employers should treat any SIQAL complaint as time-sensitive and ensure their documentation and compliance records are continuously maintained — not assembled reactively when an inspection is announced.

The Ley Silla or “Chair Law” (December 2025)

The Ley Silla went into force in December 2025, requiring employers in the services and commerce sectors to provide rest and seating for workers who perform their duties while standing. The law extends to industrial settings where feasible.

Employers covered by the Ley Silla must:

• Provide seats or chairs with back support for affected employees.
• Conduct a risk analysis to determine whether standing work is static, dynamic, or prolonged.
• Record identified risks and preventive measures in the minutes of the Joint Occupational Safety and Health Committee.
• Select seating appropriate for different job functions and environmental conditions.
• Implement complementary measures such as task rotation, anti-fatigue flooring, and active break programs as indicated by the risk assessment.

The STPS is expected to check Ley Silla compliance during ordinary and extraordinary inspections, particularly in public-facing operations and sectors with high employee turnover.

New Subcontracting Inspection Protocol (November 2025)

In November 2025, Mexico introduced a standardized Inspection Protocol on Subcontracting, governing companies that use specialized services from contractors who provide personnel. The protocol sets inspection criteria for service providers registered in the REPSE (Registro de Prestadoras de Servicios Especializados) and for the businesses that engage them.

Inspectors will primarily confirm that no personnel are employed unlawfully, that contracted services are genuinely specialized, and that the contractor's activities do not overlap with the beneficiary's core business purpose. Inspection methods include REPSE verification visits, ordinary and extraordinary workplace inspections, and transversal inspections focused on working conditions and training.

Employers should take the following steps in response:

1. Verify all specialized service providers are currently registered in REPSE and that their registered activities accurately describe the services being rendered.
2. Confirm that contracted activities do not overlap with your organization's corporate purpose or primary business operations.
3. Strengthen documentary supervision — maintain clear records of contracts, service scopes, and workforce ownership for all specialized service engagements.

Sources: L&E Global, Baker McKenzie

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