Introduction to the Silla Law
As of June 17, 2025, the Silla Law, a modification to labor legislation, has come into effect. This reform recognizes the right to periodic rest in a chair with a backrest for workers who stand during their workday. This is one of the few changes to the Federal Labor Law (FLL) focused on frequent breaks.
What Does the Silla Law Establish?
The labor reform mandates employers to provide seating for the periodic rest of workers who stand during their work hours. These seating arrangements must be in a designated workspace for this purpose. Moreover, employers are now prohibited from compelling employees to perform their duties while standing for the entire work schedule.
Scope of the FLL Modification
The amendment to the FLL targets workplaces in the service, commerce, and related sectors. In manufacturing, the provision only applies if the nature of the work permits it. The specifics regarding usage time, rules, and other regulations will be outlined in the company’s internal work regulations. Companies now have until December 14, 2025, to adjust their internal policies, giving them 180 days from June 17, 2025.
Immediate Requirements
According to EY Mexico, both the right to rest and the obligation to provide backrest chairs are immediately enforceable. The additional time is for companies to update their internal documentation, policies, and work regulations.
Expert Insights
Estefanía Rueda, a partner at Littler, explains that the Silla Law’s enactment makes the right to rest during work hours obligatory. Employers must ensure that jobs requiring prolonged standing have accessible backrest chairs, either at the workplace or in designated rest areas. However, since employers still have time to adjust their internal regulations, the obligation remains non-sanctionable for now, according to Rueda.
Controversy Surrounding the Silla Law
With the 180-day adjustment period for internal policy updates and the 30 days the Secretariat of Labor and Social Prevision (STPS) has to issue guidelines on standing-related risks, there is a legal interpretation suggesting the reform can be implemented until December 14, 2025.
Transitional Article Analysis
The transitional article granting the adjustment period for internal regulations is linked to the obligation to provide backrest chairs. It states that employers have 180 natural days from the reform’s enactment to adjust their internal regulations to comply with fraction V of Article 132 of the Federal Labor Law, which mandates providing backrest chairs for periodic rest.
Clarification from the Reform’s Author
Diputada Patricia Mercado, the reform’s author, clarified that both the right to rest and the obligation to provide backrest chairs are already in effect.
“Employers must ensure that chairs are available in workplaces immediately, even as they adjust their internal regulations in the coming months or days to specify rest roles in factories without disrupting production lines or designate rest areas and times in a restaurant,” she explained on X.
Mercado emphasized the importance of authorities starting inspections and issuing warnings, acknowledging that while both federal and local labor secretariats can determine their course of action, the reform is undoubtedly in effect.
Key Questions and Answers
- What is the Silla Law? The Silla Law is a labor legislation modification recognizing workers’ right to periodic rest in a chair with a backrest during their workday.
- Which sectors does the Silla Law apply to? The law primarily targets workplaces in service, commerce, and related sectors. In manufacturing, it applies only if the nature of work permits it.
- When do employers need to comply with the Silla Law? Although the law took effect on June 17, 2025, employers have until December 14, 2025, to adjust their internal regulations.
- What are the immediate requirements of the Silla Law? Employers must ensure that backrest chairs are available for workers who stand during their work hours, and they need to update their internal documentation, policies, and work regulations.
