Introduction to the 2025 Labor Agenda
The 2025 labor agenda centered around the concept of “decent work,” with new rights emerging and changes taking shape for the following year. Experts agree that this year’s labor reforms aimed to humanize work relationships.
This year, the Silla Law and the right to rest were implemented, along with digital platform work regulations. These changes are complemented by the recent Senate-approved reform for equal pay inspections, the announcement of a 2026 minimum wage increase, and the initiative to reduce the standard workweek to 40 hours.
Experts’ Perspectives on the 2025 Labor Reforms
Jimena Sánchez, founding partner of Employment Legal Aid, states, “There is a clear objective to improve the quality of life for working individuals. Although these reforms may not be ideal for the business sector, they have sought to decrease or prevent work-related illnesses, with the Silla Law being a prime example. This has been a fundamental aspect of both regulatory and legislative actions.”
Marité Villanueva, labor lawyer and HR advisor, concurs: “Labor rights have been in the spotlight for a long time,” and 2025 was no exception. In the current context, labor rights have become a significant aspect of corporate agendas.
Key Labor Initiatives in 2025
Amidst the wave of changes, 2025 saw a legislative agenda focused on expanding labor rights. Among over 270 labor proposals presented in 2025, notable initiatives included the Vaso de Agua Law to ensure potable water access in workplaces, new remunerated leaves for mental health or pet care, transparency in hiring processes, and vacation donation focused on workplace solidarity.
According to the experts, these changes can be attributed to a delay in developing a more humane labor culture beyond legal minimums. The focus has been on enhancing rights and benefits for human and talent competitiveness reasons, rather than fulfilling obligations imposed by the Federal Labor Law (LFT).
Anticipated 2026 Labor Changes
This year has also begun to shape the labor changes expected in 2026. The two most prominent changes are reducing the workweek, a presidential commitment, and reforming labor violence, which acknowledges other forms of violence beyond sexual harassment and workplace bullying (already addressed in the Federal Labor Law).
These upcoming changes also include reviewing the USMCA, temporary employment generated by the World Cup, and inspections focused on Ley Silla compliance.
“2026 will be a significant year for our country. Regarding the workweek, we’ve been anticipating changes; a proposal has already been presented, and we await its discussion. An important message for 2026 is that companies should organize their budgets, as these changes are just the tip of the iceberg in organizational-level transformations. Companies must stay ahead, for example, in performance evaluation,” Jimena Sánchez explains.
Marité Villanueva acknowledges that there are still pending labor rights issues but warns that changes must advance with measures and incentives for businesses. “What wasn’t done in 50 years is being accomplished quickly, and while these steps are valuable and necessary, rapidly compressing decades of inactivity will cause job sources to shake,” she cautions.
Key Questions and Answers
- What was the main focus of the 2025 labor agenda? The primary focus was “decent work,” with new rights and changes aimed at improving working individuals’ quality of life.
- What are some notable labor reforms implemented in 2025? The Silla Law, right to rest, digital platform work regulations, equal pay inspection reform, minimum wage increase announcement for 2026, and the proposed reduction of the standard workweek to 40 hours.
- What are the anticipated labor changes for 2026? Reducing the workweek and reforming labor violence to include other forms of violence beyond sexual harassment and workplace bullying are the key changes expected in 2026.
- Why are labor rights gaining prominence in corporate agendas? Labor rights have become significant due to a shift towards humanizing work relationships and enhancing talent competitiveness, rather than merely fulfilling legal obligations.
