#HIRE Mexican

In Mexico, employers have to pay minimum benefits requirements by law, including 15 days of Christmas bonus, 12 days of paid time off plus 25% of paid vacation bonus for time used.

Among many sectors such as manufacturing and technology, market competitiveness drives higher benefits. Mindfacturing provides a solution aimed at attracting and retaining top talent in these sectors, among others.

The legal work week in Mexico consists of 48 hours of work. These hours are usually divided over 6 labor days, 8 hours each. In office jobs, these hours are often divided between 5 labor days, Monday to Friday. Regardless of the schedule, each day of the week is paid, whether the employee works or not. At least 1 rest day is given per week. Negotiated salaries are expressed in pesos per month.

The Mexican Federal Labor Law establishes 9 mandatory holidays for employees. If employees are required to work on a mandatory holiday, they are entitled to 200% premium in addition to their regular payment.

There are two main types of employment contracts for employees in Mexico: indefinite contracts or definite contracts.

• Indefinite Contracts - these employment contracts are characterized by stability without an end-date for employment. The contract continues as long as both parties uphold their bargains.
• Definite Contracts - also called temporary employment contracts, are characterized by a defined or specific period of time. They are agreed upon when required by the nature of the work provided. This may also encompass trial periods for employment.
  

The termination of an indefinite employment contract requires an employer-paid severance, including:

• 3 months of base salary, plus
• Seniority Premium of 12 days of base salary for each year of service (capped at two times the minimum daily salary) for employees with more than 15 years of seniority, plus
• Seniority severance, if applicable, of 20 days of base salary for each year of service
• Due benefits and other payment reimbursement

The Mexican Federal Labor Law outlines a number of justified causes for the dismissal of an employees, including falsification, harassment, sabotage, disclosure of trade secrets, insubordination, incarceration, violence in the workplace, etc. The burden of proof lies on the employer, and requires sufficient documentation prepared for the labor conciliation. In these cases, legal severance may not be required.