Introduction to the Ley Silla Reform
On June 17, the Ley Silla reform to the Mexican Federal Labor Law (LFT) entered into force, introducing new employer obligations to prevent risks associated with prolonged standing work. This reform addresses a 110-year labor rights gap in Mexico compared to similar economies.
Key Obligations Under Ley Silla
- Sufficient seating provision: Employers must provide enough chairs with backrests for workers’ periodic rest.
- Prohibition of full-day standing work: Employers cannot require workers to stand for the entirety of their workday.
Implementation Timeline and Adjustments
The reform grants employers an 180-day transition period from June 17 to adjust their internal regulations, ensuring compliance with the new obligations by December 14, 2023.
Recommended Actions for Companies
- Job analysis: Identify roles requiring adaptation and acquire ergonomic furniture.
- Employee training: Inform staff about new rights and obligations.
- Regulatory updates: Modify internal work regulations, involving workers in the process.
- Space allocation: Designate areas for seating and ensure proper communication with employees.
Key Questions and Answers
- What must companies adjust? Companies need to regulate seating usage and rest time through internal work regulations, involving workers in the process.
- Is it mandatory to implement changes immediately? While companies can start implementing the reform early, waiting for the Secretaría del Trabajo y Previsión Social’s regulations is advisable. This regulatory body has 30 natural days post-reform entry into force.
- What happens if companies fail to adjust? Although not yet sanctionable, the full Ley Silla compliance is expected by December 14, 2023. Early adaptation is encouraged to prevent work-related risks.
