Workweek Reform Requires Strategic Planning: Randstad

Mexico’s federal government is moving forward with a formal plan to reduce the legal workweek from 48 to 40 hours, setting a gradual transition that will begin in 2026 and conclude in 2030. This transition will reshape labor planning and workforce management for employers nationwide.

When presenting the reform project on Dec. 4, President Claudia Sheinbaum said the initiative seeks to reduce work-related fatigue, lower accident rates, and improve work-life balance for an estimated 13.4 million workers, while allowing companies time to adapt through a phased implementation agreed upon with business, labor, academic, and civil society representatives.

Although constitutional changes to Article 123, Section A, and amendments to the Federal Labor Law are still under review in Congress, the federal government has already published an official transition roadmap and called on employers to prepare immediately. The reform aligns Mexico with international labor standards promoted by the International Labour Organization (ILO) and with practices already adopted in several major economies.

Under the official calendar, 2026 will serve as a year of adaptation, during which the legal maximum will remain at 48 hours but companies will be required to implement electronic timekeeping systems. The first mandatory reduction, to 46 hours, would take effect in 2027, followed by reductions to 44 hours in 2028, 42 hours in 2029, and 40 hours in 2030. The law would also guarantee two rest days for every five days worked, redefining work and rest dynamics across sectors.

Federal authorities have emphasized that while the reduction will be gradual, the obligation to plan, redesign processes, and adjust operating models will begin as soon as the legal framework enters into force. A key component of the reform is the mandatory electronic registration of working hours, intended to improve transparency and allow labor authorities to supervise compliance with new limits on working time and rest periods.

From a business perspective, the reform has implications beyond compliance, reports Randstad. Human resources and labor advisors say the timeline requires immediate strategic preparation rather than a wait-and-see approach. Companies will need to invest in technology, strengthen time management practices, and build internal cultures of transparency to avoid future contingencies.

The reform also contemplates a new regulation of overtime, including the potential authorization of up to 12 hours of extraordinary work per week. While this provision would increase labor costs, it could allow employers to address production peaks with trained staff already on payroll. As weekly hours are reduced, however, any excess time will require tighter controls to prioritize efficiency and manage employer expenses, reinforcing the need for precise shift planning.

Randstad frames the transition as a cultural and strategic inflection point. According to Adela Quezada, NAM Director of Client Delivery, Randstad México, organizations that focus on productivity measured by results rather than time control will be better positioned to adapt. She says the 40-hour week offers companies an opportunity to redesign productivity models and strengthen their value proposition by integrating flexibility and well-being into their operations.

Randstad identifies three main areas of action for employers: redesigning operating models to improve efficiency through technology, strengthening employer branding to support attraction and retention, and anticipating labor demand through workforce planning and predictive analytics. The firm argues that a transition without salary reductions could generate positive effects, including lower absenteeism, reduced turnover, and potential job creation as companies redistribute workloads.

Specialized human resources providers report rising demand for guidance as regulatory complexity increases. Arnulfo Bonilla, CEO and Co-Founder, Grupo Cygnus, says that frequent changes to labor law are already one of the sector’s main challenges, particularly for foreign companies operating in Mexico. The company notes that strict compliance with payroll, tax, and social security obligations provides certainty to clients and will become even more relevant as electronic time tracking and telework rules gain prominence.

Technology is also emerging as a central tool in managing the transition. Fernanda Cater, Country Manager, Sesame, points to AI-based solutions for shift planning, workload distribution, and cost control as a way to adapt to shorter workweeks. Digital platforms that allow real-time monitoring of planned versus actual labor costs are expected to play a larger role as companies seek to avoid overruns while maintaining operational coverage.

International experience has informed the design of Mexico’s gradual approach. Countries such as Chile, which enacted a five-year transition from a 45-hour to a 40-hour workweek starting in 2023, have shown that phased implementation can ease adjustment for employers. Studies from the European Union and pilot programs in countries such as Iceland and the United Kingdom have reported stable or improved productivity, alongside higher job satisfaction and lower absenteeism.

Mexican officials argue that aligning with these global practices could also strengthen the country’s position with foreign investors, particularly those prioritizing environmental, social, and governance criteria. By adopting a workweek comparable to that of other advanced economies, Mexico aims to present itself as a more modern and balanced labor market.

With the legal framework expected to take effect in 2026 and the first reductions scheduled for 2027, companies face a defined countdown. Advisors recommend focusing now on operational optimization, workforce planning to estimate future hiring needs, and change management strategies to train leaders and employees in efficiency-driven work models. As the 2030 deadline approaches, preparation is likely to determine whether the reform becomes a source of disruption or a lever for longer-term competitiveness.