Background and Relevance
As of June 17, the Silla Law has come into effect, requiring businesses to prevent employees from standing for extended periods due to potential health risks. This law applies to all companies, including small and medium-sized enterprises (SMEs). The reform was proposed in September 2024 and approved by the Senate in December of the same year, published in the Federal Register shortly after.
7 Essential Points for SMEs to Understand the Silla Law
- 1. Implementation Timeline: SMEs have 180 natural days to modify their internal regulations and implement the Silla Law, with a deadline of December 14, 2025.
- 2. Standing Restrictions: It is prohibited for employees to stand throughout their workday, as well as denying them breaks during their tasks.
- 3. Seating Requirements: Workplaces must provide seating with a backrest to ensure employee comfort.
- 4. Dedicated Rest Areas: Employees should have access to a designated rest area, not necessarily at their workstation.
- 5. Applicable Sectors: The law covers service, retail, and convenience store sectors.
- 6. Penalties: Fines range from 250 to 2,500 Unidades de Medida y Actualización (UMA), equivalent to between 28,285 and 282,850 pesos for non-compliance.
- 7. Intermittent Rest Periods: While the exact duration of rest is not specified, it should be intermittent to prevent health issues related to circulation and muscle discomfort.
Importance of Employee Well-being for SMEs
Beyond legal compliance, SMEs should prioritize employee well-being. According to a Kelly study, 15% of workers feel little to no happiness at their workplaces. Ensuring a comfortable and healthy work environment can lead to increased job satisfaction, productivity, and reduced turnover.
Key Questions and Answers
- Q: What is the deadline for implementing the Silla Law? A: SMEs have 180 natural days to modify internal regulations and implement the law, with a deadline of December 14, 2025.
- Q: Can employees take breaks during their workday? A: No, the Silla Law prohibits employees from standing for extended periods and denies them breaks during tasks.
- Q: What seating requirements must be met? A: Workplaces must provide seating with a backrest for employee comfort.
- Q: Are dedicated rest areas mandatory? A: While not necessarily at the workstation, employees should have access to a designated rest area.
- Q: Which sectors does the Silla Law apply to? A: The law covers service, retail, and convenience store sectors.
- Q: What are the penalties for non-compliance? A: Fines range from 250 to 2,500 Unidades de Medida y Actualización (UMA), equivalent to between 28,285 and 282,850 pesos.
- Q: How should rest periods be structured? A: Rest periods should be intermittent to prevent health issues related to circulation and muscle discomfort.
