Legislative Landscape and Key Focus Areas
The legislative landscape in labor matters is beginning to take shape, with experts anticipating the consolidation of reforms to the Federal Labor Law (LFT) and a proposal to reduce the working hour as the central theme in the Chamber of Deputies.
Carlos Ferran Martínez, partner and director of Ferran Martínez Abogados, predicts that 2026 will be the year of solidifying adjustments made in previous periods, as efforts will focus on the 40-hour workweek.
Experts’ Perspectives
Ferran Martínez describes 2026 as the “year of preparation for the workweek,” stating that companies will have this year to prepare for the reduction. However, he also acknowledges that initiatives related to labor dignity, mental health, and equity will gain momentum.
Emily Sutro, a compliance specialist, believes that while the 40-hour topic will dominate discussions, topics concerning human dignity through wellbeing proposals for individuals will also be addressed.
Unresolved Issues from 2025
Experts predict that, although the central debate will be about working hours, issues left unresolved in 2025—such as increasing the Christmas bonus to 30 days, paternity leave, and personal time-off for personal matters—may be revisited this year.
Paternity Leave Reforms
In 2025, 16 initiatives were presented to increase paternity leave from 10 days to a minimum of 12 weeks. Ferran Martínez explains that five days are the minimum, though more can be offered; however, in practice, this parameter establishes “behavioral patterns.” Companies might only provide the minimum if it’s mandated.
He points out that these initiatives usually aim for employer-funded leave rather than through the IMSS, which creates an economic problem for organizations.
Emily Sutro reminds us that the financial burden of leave falls on the employer, not social security, a point needing discussion. “It’s crucial to find ways to incentivize employers“.
Although most 2025 proposals focused on tax-free Christmas bonuses, six initiatives sought to increase the benefit amount. Some proposed raising it from 15 to 20 days, others to 30 days, and one ambitiously suggested an increase based on seniority.
Sutro believes that the discussion and approval of this right could progress rapidly in 2026, but it will require careful handling due to the financial implications, especially for micro, small, and medium-sized enterprises. Nonetheless, Ferran Martínez believes these proposals won’t succeed, and if they do, tensions will arise.
Personal Time Off and Wellbeing
Personal time off, including birthdays as paid leave, are challenging initiatives to advance, according to Carlos Ferran Martínez. However, topics related to wellbeing could be examined. “Welcoming anything that improves mental health and personal life is beneficial.”
Proposals for paid leave for medical exams, mental health days, and personal or family matters have been presented in the Chamber of Deputies. These topics will gain relevance in 2026, as per Sutro.
Substantive Equality
“There’s still a significant legislative debt regarding salary equity,” shares Carlos Ferran Martínez. Although progress has been slow in closing gender gaps, efforts will persist.
Emily Sutro agrees that lawmakers should prioritize gender issues, as women often face disadvantages due to the lack of flexibility and grueling double or even triple workloads covering unpaid activities.
She also emphasizes the importance of “ensuring spaces free from violence, discrimination, harassment, and the eradication of child and forced labor.”
Sutro notes that despite Mexico ratifying the OIT Convention 190 and Recommendation 206, labor legislation hasn’t been harmonized with the international instrument.
Reforms with a Dose of Reality
Sutro asserts that there’s a lack of legislative technicality focusing on human dignity and business. “There’s no time taken to map out what’s happening, how work and working patterns have changed, and how people have evolved… Companies need to be incentivized when they’re compliant.”
She adds that sometimes the balance leans more towards passing reforms with greater political impact rather than those needed for “better workplaces” in the country.
Ferran Martínez acknowledges that the LFT requires adjustments to make compliance more accessible and create incentives for businesses to comply.
