Mexico’s 48-Hour Workweek: How We Got Here

Working-hour regulations in Mexico have remained largely unchanged for more than a century, shaping a model that historically prioritized time spent at work over productivity per hour. For international investors considering Mexico as a manufacturing destination, understanding this historical evolution is essential to anticipating the changes that will reshape the country’s labor landscape in the years ahead. 

From the 1917 Constitution to an Industrialized Mexico 

• The 8-Hour Workday and Weekly Rest

With the enactment of Mexico’s Constitution in 1917, Article 123 marked a historic milestone for workers’ rights by establishing a maximum eight-hour workday and a six-day workweek followed by one day of rest. While this structure may seem standard today, at the time it represented a major social achievement and laid the foundation for Mexico’s standard 48-hour workweek, later regulated under Article 69 of the Federal Labor Law.

For decades, this framework remained largely unchanged, reinforcing an organizational culture that placed greater emphasis on time spent at work than on productivity per hour. What began as a worker protection gradually became the maximum limit that many companies adopted as their operating standard, even as the economic environment continued to evolve.

• The Impact of Import Substitution Industrialization

Mexico’s import substitution industrialization (ISI) model, implemented from the 1940s through the 1980s, further reinforced the 48-hour workweek. This protectionist approach sought to develop domestic industry by producing locally many of the goods that had previously been imported. In this context, the availability of a large, relatively low-cost workforce became a structural competitive advantage.

Factories required large numbers of workers to maintain continuous production lines, and the 48-hour workweek fit this industrial model well. Investment in technology and automation often took a back seat to the availability of labor. This pattern of economic growth, focused more on labor volume than productivity, left a lasting mark on Mexico’s organizational culture that remains visible across many industries today.

• Why Did Mexico Keep the 48-Hour Workweek for a Century?

For more than a century, Mexico’s labor model remained largely unchanged. Its competitiveness was built around the availability of abundant, relatively low-cost labor, while investment in technology and automation often took a secondary role. As other economies moved toward shorter working hours and new generations reshaped expectations around work, the limitations of this model became increasingly visible.

In a hyperconnected world where remote work and flexible schedules have become increasingly common, maintaining a 48-hour workweek began to seem outdated. Social pressure grew through movements such as “Yo Por Las 40 Horas” (“I Support the 40-Hour Workweek”), which called for Mexico’s labor laws to align more closely with International Labour Organization (ILO) guidelines—particularly Convention No. 47 and Recommendation No. 116, which promote the 40-hour workweek as a goal for improving worker well-being.

This shift in expectations also coincided with a favorable political environment. In 2022, then-Congresswoman Susana Prieto Terrazas introduced a constitutional reform proposal to reduce the workweek from 48 to 40 hours by establishing two mandatory rest days for every five days worked, with no reduction in pay.

A Historic Labor Model Meets a New Economic Reality

The proposal ultimately became national policy under President Claudia Sheinbaum’s administration and Labor and Social Welfare Secretary Marat Bolaños. To help reduce the operational impact on businesses, the federal government promoted a tripartite dialogue process involving government, employers, and labor representatives from June 2 to July 7, 2025.

The resulting consensus paved the way for the constitutional reform decree published in Mexico’s Official Gazette (DOF) on March 3, 2026, followed by amendments to the Federal Labor Law (LFT) on May 1, 2026. The reform establishes a gradual transition beginning on January 1, 2027, and ending on January 1, 2030, reducing the maximum workweek by two hours each year.

Manufacturing companies that understand how Mexico’s labor model evolved are better positioned to manage this transition. Those that prepare for shorter workweeks by investing in technology, automation, and results-based operating models can go beyond compliance and build a more sustainable competitive advantage.

The recurring questions our clients ask are: Is Mexico becoming more expensive? Is this trend sustainable? Is it still competitive? 

Reducing working hours does not have to be an obstacle. It can be an opportunity to rethink production processes, improve talent retention, and align operations more closely with the global standards international investors increasingly expect. Read Alvaro Garcia's, VP of Human Resources at Prodensa, perspectives about the 40 hours.

40-Hour Workweek: A labor model that limits the standard workweek to 40 hours. Mexico will gradually transition from 48 to 40 hours between 2027 and 2030.

Federal Labor Law (LFT): Mexico’s primary labor legislation, regulating working hours, employment conditions, employee rights, and employer obligations.

International Labour Organization (ILO): A United Nations agency that develops international labor standards and promotes policies related to working conditions and worker well-being.

Import Substitution Industrialization (ISI): An economic strategy focused on replacing imported goods with domestic production. In Mexico, this model shaped industrial development from the 1940s through the 1980s and reinforced labor-intensive manufacturing.

• The 40-hour workweek is an operational issue, not just a labor reform. Manufacturers will need to reassess shifts, staffing models, production schedules, and workforce capacity as weekly hours gradually decrease.
• Productivity per hour will become increasingly important. Mexico’s traditional model relied heavily on labor availability and longer working hours, but shorter workweeks will put greater pressure on efficiency and output per hour.
• Automation may become a more strategic investment. Companies that reduce their dependence on labor-intensive processes may be better positioned to maintain production levels as available working hours decline.
• Workforce planning should begin before 2027. The gradual implementation gives manufacturers time to evaluate headcount, shift structures, overtime exposure, and production requirements before the first reduction takes effect.
• Early preparation can turn compliance into a competitive advantage. Companies that use the transition to improve productivity, technology adoption, and talent retention may emerge with stronger and more sustainable operations in Mexico.

Notice: The content of this blog is developed by Prodensa for informational and educational purposes regarding nearshoring, foreign trade, human capital, and manufacturing in Mexico. Although we strive to keep the information accurate and up to date, laws and regulations may change. This material is not a substitute for specialized professional advice. Prodensa is not responsible for decisions made based on this content without appropriate professional consultation.