Introduction
In Mexico, being physically absent from work but mentally connected to it has become a significant paradox in the labor market. According to an OCC survey, only 27% of workers can fully disconnect during their vacations.
Background on Mexico’s Vacation Reform
In 2023, Mexico’s vacation reform doubled the number of days workers are entitled to. This change, however, did not solely address legislative issues; it also highlighted the need for a cultural shift.
The Cultural Challenge of Disconnection
Mexico has long had a culture of total availability, with phrases like “there’s an entry time but no exit time” and job postings requiring flexible hours reflecting this. The rise of hyperconnectivity has only exacerbated the issue.
Hyperconnectivity and Its Impact
Microsoft Work Lab’s 2025 Labor Trends Index introduces the concept of an infinite workday, linked to new technologies and excessive messages that keep people busy but not truly productive.
- Email Overload: On average, a worker receives 117 emails daily.
- Constant Interruptions: Every 2 minutes, workers are interrupted by meetings, messages, or notifications.
- Device Usage: 65% remain connected to work through personal phones, 31% via laptops, and 24% use work phones for labor-related tasks during vacation days.
This lack of mental disconnection from work can pose risks to mental health, affecting job performance and relationships with colleagues, as warned by Affor Health.
Practical Tips for Disconnecting from Work
Affor Health offers practical advice to help workers disconnect:
- Clear Digital Disconnection Policies
- Health Mental Training and Psychosocial Risk Programs
- Notification Management Tools
- Identifying New Psychosocial Risks Mechanisms
Establish specific rules to limit email, messaging, and other work tools outside of labor hours. Set availability times and ensure uninterrupted rest periods.
Invest in leader and team training on mental health topics. Implement programs to educate leaders about hiperconnectivity risks, such as stress, enabling them to identify warning signs and offer support.
Use technology to limit email and message notifications during non-working hours. Configure automated systems for out-of-office responses or to turn off alerts outside working hours.
Companies can implement regular assessments to detect emerging psychosocial risks, such as workload overload, extended hours, or insufficient support in labor tasks, which may be linked to hyperconnectivity.
Key Questions and Answers
- What is the main issue? Only 27% of Mexican workers can fully disconnect during their vacations due to cultural, technological, and productivity pressures.
- What changes were made to vacation laws in 2023? The reform doubled the number of days workers are entitled to vacation.
- Why is cultural change important? Despite legislative improvements, a cultural shift towards disconnection is still necessary.
- How does hyperconnectivity affect workers? It leads to work overload, increased cognitive load, chronic stress, and a feeling of never truly resting, negatively impacting employees.
- What are some practical tips for disconnection? Establish clear digital disconnection policies, invest in mental health training, use notification management tools, and implement mechanisms to identify new psychosocial risks.
