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Hire Employees in Mexico
  • By Milly Barker, PhD
  • Updated July 21, 2024
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Milly Barker, PhD
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Milly is an international lawyer and tech entrepreneur who has advised companies on expanding globally for over 5 years. She is an advocate of remote hiring and regularly consults on future of work matters. Milly founded RemotePad to help employers learn more about building and growing international teams.
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Hire Employees in Mexico in 2024

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Key Takeaways

  • Understand labor laws: Familiarize yourself with Mexican labor laws.
  • Advertise the job: Post the job on Mexican job websites, newspapers, or through local recruitment agencies.
  • Interview and select: Conduct interviews and select the best candidate.
  • Prepare an employment contract: Prepare a contract that complies with Mexican labor laws, and onboard the employee.

What are the key Things to Know Before Hiring employees in Mexico

Hiring employees in Mexico involves various considerations in accordance with the country’s labor laws, cultural norms, and economic conditions. Below are some key points to keep in mind:

  1. Understanding Labor Laws: Mexico’s Federal Labor Law governs employment relationships, including hiring, wages, termination, working hours, and benefits. Employers must provide written contracts to employees, detailing job description, salary, duration of employment, and payment intervals.
  2. Social Security Obligations: Employers are required to register their employees with the Mexican Social Security Institute (IMSS) which provides healthcare, retirement benefits, and other social security benefits. The employer is responsible for making these contributions.
  3. Severance Pay: Terminating an employee without cause can be costly in Mexico as the law mandates payment of severance to the employee. This includes 90 days of integrated salary plus 20 days of integrated salary for each year of service, and a seniority premium of 12 days’ salary per year of service, capped at twice the minimum wage.
  4. Vacation and Holiday Pay: Employees are entitled to a minimum of six days of paid vacation after one year of service, with the amount of vacation time increasing with length of service. In addition to public holidays, employees also receive a holiday bonus or “Aguinaldo” equivalent to at least 15 days of pay, typically paid in December.
  5. Profit Sharing: Mexico’s labor law requires companies to distribute 10% of their pre-tax profits to employees in the form of profit sharing.
  6. Minimum Wage: As of my knowledge cutoff in September 2021, the daily minimum wage in Mexico was around 141.70 pesos, but it may have increased since then. It’s important to research the current minimum wage before hiring.
  7. Working Hours: The maximum working week is 48 hours, spread over six days, for daytime employees. Night and mixed shift workers have slightly fewer maximum hours.
  8. Cultural Factors: Understanding the culture is crucial when hiring in any foreign country. Mexican culture places a strong emphasis on personal relationships, so face-to-face meetings are often preferred. Loyalty, respect, and personal rapport are highly valued.
  9. Recruitment Practices: Generally, recruitment in Mexico can be conducted through online job boards, recruitment agencies, or through personal networks and referrals.
  10. Visas and Work Permits: If you’re hiring non-Mexican employees, they will need a valid work visa. The process for obtaining a visa can be lengthy, so it’s important to factor this into your hiring timeline.

Remember, this information may be subject to change, and it’s always best to consult with a local labor law expert or an employment attorney to ensure you’re fully compliant with Mexican labor laws and regulations.

How much does it cost to hire employees in Mexico?

The cost of hiring employees in Mexico can vary widely depending on the industry, the role, the employee’s level of experience, and the region in which your company is located. In addition to wages or salaries, there are several other factors to consider:

  1. Wages/Salary: The daily minimum wage in Mexico as of 2021 was approximately 141.70 pesos, but salaries can be much higher depending on the role and level of experience of the employee. In professional roles, salaries can be comparable to those in more developed countries.
  2. Social Security Contributions: Employers are required to make contributions to the Mexican Social Security Institute (IMSS) on behalf of their employees. This includes contributions for healthcare, retirement benefits, disability insurance, and other social security benefits. These contributions can amount to approximately 30% of the employee’s salary.
  3. Vacation and Aguinaldo (Holiday Bonus): Employees are entitled to at least six days of paid vacation per year, increasing with the length of service. In addition, employers must pay an Aguinaldo, or holiday bonus, equivalent to at least 15 days’ wages, typically paid in December.
  4. Profit Sharing: Mexican labor law requires companies to distribute 10% of their pre-tax profits to employees in the form of profit sharing.
  5. Severance Pay: If you terminate an employee without cause, you could be required to pay a substantial severance, including 90 days of integrated salary, plus 20 days of integrated salary for each year of service, and a seniority premium of 12 days’ salary per year of service, capped at twice the minimum wage.
  6. Recruitment Costs: There may also be costs associated with recruiting and hiring employees, such as advertising job openings, recruitment agency fees, and costs associated with obtaining work visas for non-Mexican employees.
  7. Training and Development: Depending on the role, you may also need to consider the cost of training and developing your employees. This could include costs for onboarding, ongoing training programs, and professional development opportunities.

Remember to always consult with a local labor law expert or an employment attorney to ensure you’re fully compliant with Mexican labor laws and regulations, and have budgeted appropriately for all costs associated with hiring employees.

What are the legal requirements for hiring employees in Mexico ?

Hiring employees in Mexico involves several legal requirements according to the Federal Labor Law and other regulations. Here are some key points:

  1. Employment Contract: All employment relationships should be evidenced with a written contract, which can be for an indefinite term or for a fixed term under certain conditions. The contract should include the name, nationality, age, gender, and address of the employee and employer, the job description, the place of work, the duration of the contract, the form and amount of payment, the workday, and the provision of training and skills development courses.
  2. Minimum Age: The minimum legal age for employment in Mexico is 15 years old. However, workers under 16 must have permission from their parents or guardians to work, and workers under 18 are subject to restrictions on the types of work and hours they can perform.
  3. Social Security Registration: Employers are required to register their employees with the Mexican Social Security Institute (IMSS) and to make contributions on their behalf. This provides employees with access to healthcare, retirement benefits, and other social security benefits.
  4. Compliance with Wage Laws: Employers must comply with minimum wage laws, which may vary depending on the region. As of 2021, the daily minimum wage was approximately 141.70 pesos, but this may have increased since then.
  5. Profit Sharing: Mexican labor law requires companies to distribute 10% of their pre-tax profits to employees in the form of profit sharing.
  6. Compliance with Working Hours and Rest Days: The maximum working week is 48 hours for daytime employees, spread over six days, with one day of rest per week. Night and mixed shift workers have slightly fewer maximum hours.
  7. Vacation and Aguinaldo (Holiday Bonus): Employees are entitled to at least six days of paid vacation per year, increasing with the length of service. Employers must also pay an Aguinaldo, or holiday bonus, equivalent to at least 15 days’ wages, typically paid in December.
  8. Termination and Severance Pay: If an employee is terminated without just cause, the employer may be required to pay a severance package, including 90 days of integrated salary plus 20 days of integrated salary for each year of service, and a seniority premium of 12 days’ salary per year of service, capped at twice the minimum wage.
  9. Non-Discrimination: Mexico’s Federal Labor Law prohibits discrimination on the basis of ethnic or national origin, gender, age, disability, social condition, health condition, religion, immigration status, sexual orientation, marital status, or any other that infringes on human dignity.
  10. Work Visas for Foreign Employees: If you’re hiring non-Mexican employees, they will need a valid work visa. The process for obtaining a visa can be lengthy, so it’s important to factor this into your hiring timeline.

These requirements can be subject to change, so it’s always a good idea to consult with a local labor law expert or an employment attorney to ensure you’re fully compliant with Mexican labor laws and regulations.

What are the key ways to hire employees in Mexico , such as PEO and EOR solutions?

Hiring employees in Mexico can be achieved through various methods, including traditional hiring through your own business entity, as well as using a Professional Employer Organization (PEO) or an Employer of Record (EOR). Here’s a brief overview of these options:

  1. Direct Hiring: If you have established a legal entity in Mexico, you can hire employees directly. This requires compliance with all Mexican labor laws and regulations, including registering your employees with the Mexican Social Security Institute (IMSS), providing written employment contracts, and adhering to minimum wage laws, among other requirements.
  2. Professional Employer Organization (PEO): A PEO is a company that provides services such as hiring, payroll, HR, and compliance assistance for businesses looking to expand into new markets without establishing a legal entity. When using a PEO, the PEO legally employs your workers in Mexico, but the workers are still under your direct control and management. This can be a quicker and more cost-effective way to start operations in Mexico, as it allows you to bypass the process of setting up a legal entity and takes care of many of the complexities of compliance with local labor laws.
  3. Employer of Record (EOR): An EOR is similar to a PEO, but takes on more of the responsibilities and risks associated with employment. The EOR becomes the legal employer of your employees in Mexico, handling all aspects of employment including hiring, firing, payroll, benefits, and compliance with local labor laws. The EOR also assumes legal responsibility for your employees, providing an extra layer of legal and financial protection for your company.

Choosing between these options depends on your company’s specific needs, resources, and long-term plans. For example, if you’re planning a large-scale, long-term operation in Mexico, it might make sense to set up your own legal entity and hire employees directly. On the other hand, if you’re planning a smaller operation or you’re unsure about your long-term plans, using a PEO or an EOR might be a more flexible and cost-effective solution.

Remember, regardless of the method you choose, it’s important to consult with a legal expert or advisor with experience in Mexican labor law to ensure you’re fully compliant with all laws and regulations.

What are the steps businesses need to take to hire employees in Mexico?

If you’re looking to hire employees in Mexico, there are several steps you will need to follow to ensure you’re in compliance with all local laws and regulations. Here’s a general outline of the process:

  1. Establish a Business Entity: If you’re planning to hire employees directly, you’ll need to establish a legal entity in Mexico. This can be a lengthy process and requires various registrations and approvals from government authorities. Alternatively, you could consider using a Professional Employer Organization (PEO) or Employer of Record (EOR) to bypass this step.
  2. Understand Labor Laws: Get acquainted with Mexico’s Federal Labor Law, which governs employment relationships, including hiring, wages, termination, working hours, and benefits.
  3. Create an Employment Contract: All employment relationships should be evidenced with a written contract. This should include the name, nationality, age, gender, and address of the employee and employer, the job description, the place of work, the duration of the contract, the form and amount of payment, the workday, and the provision of training and skills development courses.
  4. Register Employee with Social Security: Employers are required to register their employees with the Mexican Social Security Institute (IMSS) and to make contributions on their behalf. This provides employees with access to healthcare, retirement benefits, and other social security benefits.
  5. Comply with Wage Laws: Ensure you’re paying at least the minimum wage, which may vary depending on the region. As of 2021, the daily minimum wage was approximately 141.70 pesos, but this may have increased since then.
  6. Provide Required Benefits: This includes at least six days of paid vacation per year (increasing with the length of service), an Aguinaldo (holiday bonus) equivalent to at least 15 days’ wages, and profit sharing, as required by Mexican labor law.
  7. Obtain Work Visas for Foreign Employees: If you’re hiring non-Mexican employees, they will need a valid work visa. The process for obtaining a visa can be lengthy, so it’s important to factor this into your hiring timeline.
  8. Implement Non-Discrimination Policies: Mexico’s Federal Labor Law prohibits discrimination on the basis of ethnic or national origin, gender, age, disability, social condition, health condition, religion, immigration status, sexual orientation, marital status, or any other that infringes on human dignity.

Remember, these steps can be complex and time-consuming, and the regulations can change. Therefore, it’s always a good idea to consult with a legal expert or advisor with experience in Mexican labor law to ensure you’re fully compliant with all laws and regulations.

FAQs

As of my knowledge cutoff in September 2021, the daily minimum wage in Mexico was approximately 141.70 pesos. However, the minimum wage can vary depending on the region and is subject to change each year. It's important to check the most current minimum wage before hiring.
  1. According to Mexican labor law, the maximum working week is 48 hours for daytime employees, spread over six days, with one day of rest per week. Night shift workers should not exceed a 42-hour work week, and mixed shift workers should not exceed a 45-hour work week.
  1. Terminating an employee in Mexico can be complex and potentially costly. Unless you can demonstrate just cause for the termination (as defined by Mexican labor law), you may be required to pay a severance package. This includes 90 days of integrated salary plus 20 days of integrated salary for each year of service, and a seniority premium of 12 days’ salary per year of service, capped at twice the minimum wage. It's always recommended to consult with a legal expert before terminating an employee to ensure compliance with all laws and regulations.

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