🇲🇽 Mexico LAW – 2026 UPDATE

Mexico Telework Work Laws 2026

⚠️Informational only — not legal or tax advice.

Last Updated: December 2025
Applicable Period: 2026 tax year and current employment regulations
Key Characteristic: Employers with remote workers physically located in Mexico

Click any item below to jump to the relevant section

Overview of Telework in Mexico
Legal Framework and Key Legislation
Definition and Scope of Telework
Applicability and Excluded Workers
Written Agreement Requirements
Employer Legal Obligations
Equipment and Expense Legal Requirements
Working Hours and Overtime Regulations
Right to Disconnect
Health and Safety Legal Requirements
Data Protection and Privacy Requirements
Employee Legal Rights and Protections
Tax and Social Security Framework
Voluntariness and Reversibility Rights
Supervision and Monitoring Legal Limits
Enforcement Mechanisms and Penalties
Resources
Frequently Asked Questions

Overview of Telework in Mexico

1.1 Legislative Background

The federal regulation of telework in Mexico became effective on January 12, 2021, through the publication of a presidential decree in the Diario Oficial de la Federación (Official Gazette).

Official Citation: “DECRETO por el que se reforman y adicionan diversos artículos de la Ley Federal del Trabajo, en materia de Teletrabajo”

Published: Diario Oficial de la Federación, January 11, 2021 Effective Date: January 12, 2021

Source: https://www.dof.gob.mx/nota_detalle.php?codigo=5609683&fecha=11/01/2021

The decree amended Article 311 and added Chapter XII Bis (Articles 330-A through 330-K) to the Ley Federal del Trabajo (Federal Labor Law), establishing a comprehensive regulatory framework for telework relationships.

1.2 Complementary Regulatory Framework

The Secretaría del Trabajo y Previsión Social (Ministry of Labor and Social Welfare) published additional regulatory standards to implement the statutory requirements:

NOM-037-STPS-2023: Teletrabajo-Condiciones de Seguridad y Salud en el Trabajo

English translation: “Official Mexican Standard NOM-037-STPS-2023, Telework-Health and Safety Conditions at Work”

Publication: Diario Oficial de la Federación, June 8, 2023 Effective Date: December 8, 2023 (180 days after publication)

Source: https://www.dof.gob.mx/nota_detalle.php?codigo=5691672&fecha=08/06/2023

This standard establishes specific health and safety requirements for telework arrangements as mandated by Article 330-J of the Federal Labor Law.

1.3 Constitutional Foundation

The Mexican Constitution provides the foundational principles for labor rights, including those applicable to telework:

Article 123 of the Constitución Política de los Estados Unidos Mexicanos establishes:

“Toda persona tiene derecho al trabajo digno y socialmente útil”

English translation: “Every person has the right to decent and socially useful work”

The constitutional framework mandates that federal labor legislation protect workers’ rights while regulating employment relationships.

Source: Constitutional text available at http://www.diputados.gob.mx/LeyesBiblio/pdf/CPEUM.pdf

Legal Framework and Key Legislation

2.1 Primary Statutory Authority

Ley Federal del Trabajo (Federal Labor Law)

The Federal Labor Law governs all employment relationships throughout Mexico, with specific provisions for telework contained in Chapter XII Bis.

Official publication: Última reforma publicada DOF (Last reform published in the Official Gazette)

Complete text available: https://www.diputados.gob.mx/LeyesBiblio/pdf/LFT.pdf

2.2 Telework-Specific Provisions

Chapter XII Bis: Teletrabajo (Telework)

The Federal Labor Law contains the following articles specifically addressing telework:

Article 330-A: Definition of telework and teleworker Article 330-B: Written contract requirements Article 330-C: Voluntary nature and exceptions Article 330-D: Non-discrimination principle Article 330-E: Employer obligations Article 330-F: Employee obligations Article 330-G: Voluntariness and reversibility Article 330-H: Equality of treatment Article 330-I: Supervision and monitoring limits Article 330-J: Health and safety standards Article 330-K: Labor inspector authorities

Each article was added through the decree published January 11, 2021.

Source: https://www.dof.gob.mx/nota_detalle.php?codigo=5609683&fecha=11/01/2021

2.3 Technical Health and Safety Standard

Norma Oficial Mexicana NOM-037-STPS-2023

English: Official Mexican Standard NOM-037-STPS-2023

Complete title: “Teletrabajo-Condiciones de Seguridad y Salud en el Trabajo” English translation: “Telework-Health and Safety Conditions at Work”

Approval: Consejo Técnico del Instituto Mexicano del Seguro Social, March 6, 2023 Publication: June 8, 2023 Effective: December 8, 2023

Scope: Applies to all workplaces that have workers performing more than 40% of their work time under telework arrangements.

Purpose (as stated in the standard): “Establecer las condiciones de seguridad y salud en el trabajo en los lugares de trabajo en donde las personas trabajadoras bajo la modalidad de Teletrabajo realicen sus actividades, a fin de prevenir accidentes y enfermedades, así como promover un ambiente laboral seguro y saludable.”

English translation: “To establish health and safety conditions at work in workplaces where workers under the telework modality perform their activities, in order to prevent accidents and illnesses, as well as promote a safe and healthy work environment.”

Source: https://www.dof.gob.mx/nota_detalle.php?codigo=5691672&fecha=08/06/2023

2.4 Related Cross-References

The telework provisions operate in conjunction with general labor law provisions, including:

Articles 58-68: Working hours (jornadas de trabajo)
Article 76: Mandatory rest days
Article 80: Weekly rest periods
Articles 132-133: General employer obligations and prohibitions
Article 134: General employee obligations

These articles apply to telework arrangements unless specifically modified by Chapter XII Bis.

2.5 Regulatory Hierarchy

The regulatory framework follows Mexican legal hierarchy:

Constitution (Constitución Política de los Estados Unidos Mexicanos)
Federal Law (Ley Federal del Trabajo)
Official Mexican Standards (Normas Oficiales Mexicanas – NOM-037-STPS-2023)
Regulatory Decrees (Decretos and Reglamentos)
Administrative Resolutions (Resoluciones)

Lower-level regulations must conform to higher-level provisions.

Definition and Scope of Telework

3.1 Legal Definition of Telework

Article 330-A of the Federal Labor Law provides the statutory definition:

“El teletrabajo es una forma de organización laboral subordinada que consiste en el desempeño de actividades remuneradas, en lugares distintos al establecimiento o establecimientos del patrón, por lo que no se requiere la presencia física de la persona trabajadora bajo la modalidad de teletrabajo, en el centro de trabajo, utilizando primordialmente las tecnologías de la información y la comunicación para el contacto y mando entre la persona trabajadora bajo la modalidad de teletrabajo y el patrón.”

English translation: “Telework is a form of subordinate work organization consisting of the performance of remunerated activities in places other than the employer’s establishment or establishments, which do not require the physical presence of the teleworker at the workplace, primarily using information and communication technologies for contact and management between the teleworker and the employer.”

Source: Article 330-A, Ley Federal del Trabajo Available at: https://www.dof.gob.mx/nota_detalle.php?codigo=5609683&fecha=11/01/2021

3.2 Definition of Teleworker

Article 330-A further establishes:

“Se entenderá como persona trabajadora bajo la modalidad de teletrabajo a la que preste sus servicios personales remunerados en su domicilio o en un lugar distinto de los locales o establecimientos del patrón.”

English translation: “A teleworker shall be understood as a person who provides their remunerated personal services at their home or in a place other than the employer’s premises or establishments.”

3.3 Critical 40% Threshold Requirement

Article 330-A establishes a specific threshold for telework classification:

“Se regirán por las disposiciones del presente Capítulo las relaciones laborales que se desarrollen más del cuarenta por ciento del tiempo en el domicilio de la persona trabajadora bajo la modalidad de teletrabajo, o en el domicilio elegido por ésta.”

English translation: “Employment relationships in which more than forty percent of the time is performed at the teleworker’s home or at the location chosen by the teleworker shall be governed by the provisions of this Chapter.”

Calculation Method: The 40% threshold is calculated based on total work time, not calendar days. A worker performing more than 40% of their working hours outside the employer’s premises qualifies as a teleworker under this definition.

3.4 Exclusions from Telework Classification

Article 330-A specifically excludes certain arrangements:

“No será considerado teletrabajo aquel que se realice de forma ocasional o esporádica.”

English translation: “Work performed occasionally or sporadically shall not be considered telework.”

Interpretation: The statute does not define “occasional or sporadic,” but the 40% threshold provides the quantitative standard. Work performed at home less than 40% of total work time does not trigger the telework regulatory framework.

3.5 Distinction from Home-Based Work

Article 311 of the Federal Labor Law addresses traditional “trabajo a domicilio” (home-based work), which differs from telework:

“Trabajo a domicilio es el que se ejecuta habitualmente para un patrón, en el domicilio del trabajador o en un local libremente elegido por él, sin vigilancia ni dirección inmediata de quien proporciona el trabajo.”

English translation: “Home-based work is that which is habitually executed for an employer, at the worker’s home or in a location freely chosen by them, without surveillance or immediate direction from the person providing the work.”

Key Distinction: Home-based work (Article 311) lacks immediate supervision and primarily involves manual or artisan tasks, while telework (Chapter XII Bis) involves subordinate work using information and communication technologies with employer oversight and management.

Source: Article 311, Ley Federal del Trabajo Available at: https://www.dof.gob.mx/nota_detalle.php?codigo=5609683&fecha=11/01/2021

3.6 Subordination Requirement

Both Article 330-A and the general definition emphasize that telework must involve “organización laboral subordinada” (subordinate work organization), meaning:

The employer retains authority and direction over work performance
The worker follows employer instructions and schedules
The employment relationship remains subject to the Federal Labor Law
The worker does not operate as an independent contractor

3.7 Technology Requirement

The definition requires “utilizando primordialmente las tecnologías de la información y la comunicación” (primarily using information and communication technologies).

This distinguishes telework from traditional home-based work by emphasizing the technological means of communication and work performance rather than physical proximity or in-person supervision.

Applicability and Excluded Workers

4.1 Scope of Application

The telework provisions in Chapter XII Bis apply to:

Geographic Scope: Throughout Mexican territory

Article 330-A specifies application to employment relationships meeting the telework definition “en el domicilio de la persona trabajadora bajo la modalidad de teletrabajo, o en el domicilio elegido por ésta” (at the teleworker’s home or at the location chosen by them).

Sectoral Scope: All economic sectors and industries, subject to the 40% threshold

The Federal Labor Law applies broadly to all employment relationships unless specifically excluded by other provisions.

4.2 Threshold-Based Exclusions

Article 330-A establishes that employment relationships NOT meeting the 40% threshold are excluded:

“No será considerado teletrabajo aquel que se realice de forma ocasional o esporádica.”

Workers performing remote work less than 40% of their total work time remain subject to general Federal Labor Law provisions applicable to regular employees, not the specialized telework chapter.

4.3 Categorical Exclusions

Certain categories of workers may be excluded from telework arrangements based on the nature of their work, though the statute does not enumerate specific excluded categories.

NOM-037-STPS-2023 addresses worker selection criteria but does not mandate categorical exclusions.

4.4 Special Considerations

Article 311 Workers: Workers under traditional home-based work arrangements (Article 311) are explicitly governed by that article rather than Chapter XII Bis, as stated in Article 311:

“Si el trabajo se ejecuta en condiciones distintas de las señaladas en este artículo se regirá por las disposiciones generales de esta Ley.”

English translation: “If work is performed under conditions different from those indicated in this article, it shall be governed by the general provisions of this Law.”

Independent Contractors: Persons providing services without subordination (independent contractors) fall outside the scope of the Federal Labor Law entirely, as the law requires an employment relationship (relación laboral subordinada).

4.5 NOM-037 Applicability

The Norma Oficial Mexicana NOM-037-STPS-2023 states in Section 2:

“La presente Norma Oficial Mexicana rige en toda la República Mexicana y aplica a todos los centros de trabajo que cuenten con personas trabajadoras bajo la modalidad de Teletrabajo.”

English translation: “This Official Mexican Standard governs throughout the Mexican Republic and applies to all workplaces that have workers under the telework modality.”

Scope: The health and safety standard applies to all employers with workers meeting the telework definition, regardless of:

Company size
Industry sector
Number of teleworkers
Whether telework is full-time or partial

Source: NOM-037-STPS-2023, Section 2 Available at: https://www.dof.gob.mx/nota_detalle.php?codigo=5691672&fecha=08/06/2023

4.6 Hybrid Arrangements

Workers performing both on-site and remote work qualify as teleworkers when remote work exceeds 40% of total work time. The telework provisions apply even when workers maintain partial on-site presence.

The statute does not create separate categories for full-time teleworkers versus hybrid teleworkers—the same regulatory framework applies to both.

Written Agreement Requirements

5.1 Mandatory Written Contract

Article 330-B establishes a strict written contract requirement:

“Las condiciones de trabajo se harán constar por escrito mediante un contrato y cada una de las partes conservará un ejemplar.”

English translation: “Working conditions shall be recorded in writing through a contract and each party shall keep a copy.”

Form Requirement: The agreement must be in writing. Oral telework arrangements do not comply with the statutory requirement.

Parties: Each party (employer and worker) must retain a copy of the written contract.

Source: Article 330-B, Ley Federal del Trabajo

5.2 Required Contract Contents

Article 330-B specifies that in addition to the general requirements of Article 25 of the Federal Labor Law, the telework contract must contain:

“I. Nombre, nacionalidad, edad, sexo y domicilio de las partes;”

English translation: “I. Name, nationality, age, sex and address of the parties;”

“II. Naturaleza y características del trabajo;”

English translation: “II. Nature and characteristics of the work;”

“III. Monto del salario, fecha y lugar o forma de pago;”

English translation: “III. Amount of salary, date and place or form of payment;”

“IV. El equipo e insumos de trabajo, incluyendo el relacionado con las obligaciones de seguridad y salud que se entregan a la persona trabajadora bajo la modalidad de teletrabajo;”

English translation: “IV. The work equipment and supplies, including those related to health and safety obligations provided to the teleworker;”

“V. Una descripción de las condiciones de trabajo, así como el monto que recibirá la persona trabajadora bajo la modalidad de teletrabajo por concepto de pago de servicios de internet y consumo de electricidad, y en su caso, la parte correspondiente al equipo de cómputo y mobiliario, por el cumplimiento de las obligaciones del patrón en materia de seguridad y salud en el trabajo;”

English translation: “V. A description of working conditions, as well as the amount the teleworker will receive for payment of internet services and electricity consumption, and where applicable, the corresponding portion for computer equipment and furniture, for compliance with the employer’s health and safety obligations;”

“VI. Los mecanismos de contacto y supervisión entre la persona trabajadora bajo la modalidad de teletrabajo y el patrón, los cuales deberán de establecer las condiciones de duración y distribución de horarios, siempre que no se exceda la jornada máxima legal, así como cuando es posible que la persona trabajadora bajo la modalidad de teletrabajo pueda desconectar los dispositivos vinculados a su trabajo, con el fin de delimitar los tiempos de localización y respuesta;”

English translation: “VI. The contact and supervision mechanisms between the teleworker and the employer, which must establish the conditions of duration and distribution of schedules, provided that the maximum legal workday is not exceeded, as well as when it is possible for the teleworker to disconnect devices linked to their work, in order to delimit response and availability times;”

“VII. Las responsabilidades respecto al resguardo de custodia de los equipos, programas y manejo de información que se provea a la persona trabajadora bajo la modalidad de teletrabajo;”

English translation: “VII. Responsibilities regarding safeguarding, custody of equipment, programs and handling of information provided to the teleworker;”

“VIII. Las medidas de productividad y de seguridad informática, vinculadas tanto con la información como con el equipo que en su caso deba cumplir la persona trabajadora bajo la modalidad de teletrabajo, y”

English translation: “VIII. Productivity measures and information security measures related to both information and equipment that the teleworker must comply with, and”

“IX. Otras disposiciones que establezcan obligaciones, derechos y responsabilidades que asumen tanto el patrón como la persona trabajadora bajo la modalidad de teletrabajo.”

English translation: “IX. Other provisions establishing obligations, rights and responsibilities assumed by both the employer and the teleworker.”

Source: Article 330-B, Ley Federal del Trabajo Available at: https://www.dof.gob.mx/nota_detalle.php?codigo=5609683&fecha=11/01/2021

5.3 Integration with General Contract Requirements

Article 330-B explicitly references Article 25 of the Federal Labor Law, which establishes general requirements for all employment contracts. The telework contract must include both the Article 25 elements AND the telework-specific elements.

Article 25 requires employment contracts to contain:

Name, nationality, age, sex, civil status, and CURP (Unique Population Registry Code) of the worker and employer
If employment is for specific work, time period, work-training, or indefinite term
The service(s) to be provided
The place(s) where services will be provided
Working hours duration
Salary amount, form and period of payment
The training and productivity conditions
Other conditions as agreed by the parties

These general requirements apply alongside the telework-specific elements.

5.4 Collective Bargaining Agreements

Article 330-B also provides:

“La modalidad de teletrabajo constará en el contrato colectivo de trabajo o en su defecto, en el reglamento interior de trabajo, de conformidad con lo dispuesto por esta Ley.”

English translation: “The telework modality shall be included in the collective bargaining agreement or, failing that, in the internal work regulations, in accordance with the provisions of this Law.”

This provision requires that when applicable:

Collective bargaining agreements must address telework modality
Alternatively, internal work regulations must cover telework arrangements
These documents must comply with Federal Labor Law requirements

5.5 Modification of Existing Contracts

When converting an existing employment relationship from on-site to telework, the parties must execute a written amendment or new contract reflecting the telework arrangement and meeting all Article 330-B requirements.

Article 330-G addresses the conversion process, requiring voluntary written agreement (discussed in Section 14).

5.6 Contract Retention

Both employer and worker must maintain copies of the telework contract. The Federal Labor Law does not specify a mandatory retention period, though prudent practice and potential inspection requirements suggest indefinite retention during the employment relationship and retention following termination consistent with other labor records.

5.7 Consequences of Non-Compliance

Failure to execute a written telework contract meeting statutory requirements:

May result in penalties under Article 1004 of the Federal Labor Law
Does not invalidate the employment relationship (the relationship exists regardless of documentation)
Creates evidentiary challenges in labor disputes
May subject the employer to labor inspection findings and sanctions

Employer Legal Obligations

6.1 Overview of Employer Obligations

Article 330-E of the Federal Labor Law establishes specific obligations for employers of teleworkers. These obligations exist in addition to general employer obligations throughout the Federal Labor Law.

Article 330-E states:

“En modalidad de teletrabajo, los patrones tendrán las obligaciones especiales siguientes:”

English translation: “Under the telework modality, employers shall have the following special obligations:”

Source: Article 330-E, Ley Federal del Trabajo

6.2 Equipment Provision Obligation

Article 330-E, Fraction I mandates:

“I. Proporcionar, instalar y encargarse del mantenimiento de los equipos necesarios para el teletrabajo como equipo de cómputo, sillas ergonómicas, impresoras, entre otros;”

English translation: “I. Provide, install and handle maintenance of equipment necessary for telework such as computer equipment, ergonomic chairs, printers, among others;”

Scope of Obligation:

Employers must provide all necessary work equipment
Equipment includes but is not limited to: computers, ergonomic chairs, printers
Employers must install provided equipment
Employers must maintain provided equipment in working condition
The list (“entre otros” / “among others”) is not exhaustive

The statute does not specify standards for “ergonomic chairs” or other equipment, but NOM-037-STPS-2023 provides technical guidance (discussed in Part 2).

6.3 Timely Payment Obligation

Article 330-E, Fraction II provides:

“II. Recibir oportunamente el trabajo y pagar los salarios en la forma y fechas estipuladas;”

English translation: “II. Receive work promptly and pay salaries in the form and on the dates stipulated;”

This restates the general obligation for all employers under Article 132, Fraction II of the Federal Labor Law, emphasizing its application to telework arrangements where physical proximity may differ.

6.4 Cost Assumption Obligation

Article 330-E, Fraction III establishes a critical employer obligation:

“III. Asumir los costos derivados del trabajo a través de la modalidad de teletrabajo, incluyendo, en su caso, el pago de servicios de telecomunicación y la parte proporcional de electricidad;”

English translation: “III. Assume costs derived from work through the telework modality, including, where applicable, payment for telecommunication services and the proportional part of electricity;”

Components:

General Cost Principle: Employers must assume all costs “derived from” telework
Telecommunication Services: Employers must pay for telecommunication services where applicable (“en su caso”)
Proportional Electricity: Employers must pay the proportional portion of electricity consumed for telework

Proportionality: The statute requires payment of “la parte proporcional” (the proportional part), not full reimbursement of the worker’s entire utility bills. The exact calculation method is not specified in the statute.

Integration with Article 330-B: The written contract must specify “el monto que recibirá la persona trabajadora bajo la modalidad de teletrabajo por concepto de pago de servicios de internet y consumo de electricidad” (the amount the teleworker will receive for payment of internet services and electricity consumption).

6.5 Equipment Registry Obligation

Article 330-E, Fraction IV requires:

“IV. Llevar registro de los insumos entregados a las personas trabajadoras bajo la modalidad de teletrabajo, en cumplimiento a las disposiciones en materia de seguridad y salud en el trabajo establecidas por la Secretaría del Trabajo y Previsión Social;”

English translation: “IV. Keep a registry of supplies delivered to teleworkers, in compliance with health and safety provisions established by the Ministry of Labor and Social Welfare;”

Registry Requirements:

Employers must maintain written records
Records must document all supplies delivered to teleworkers
Registry must comply with Ministry of Labor standards
This obligation relates to health and safety compliance verification

The specific format and contents are addressed in NOM-037-STPS-2023.

6.6 Information Security Obligation

Article 330-E, Fraction V provides:

“V. Implementar mecanismos que preserven la seguridad de la información y datos utilizados por las personas trabajadoras en la modalidad de teletrabajo;”

English translation: “V. Implement mechanisms that preserve the security of information and data used by teleworkers;”

Scope:

Employers must implement information security mechanisms
Protection extends to all information and data used by teleworkers
The statute does not specify particular security standards or technologies
Implementation must be active, not merely theoretical or documented

This obligation intersects with general data protection laws applicable in Mexico, including the Ley Federal de Protección de Datos Personales en Posesión de los Particulares.

6.7 Right to Disconnect Obligation

Article 330-E, Fraction VI establishes:

“VI. Respetar el derecho a la desconexión de las personas trabajadoras en la modalidad de teletrabajo al término de la jornada laboral;”

English translation: “VI. Respect the right to disconnect of teleworkers at the end of the workday;”

Components:

Employers must respect workers’ right to disconnect
The right applies “al término de la jornada laboral” (at the end of the workday)
“Respect” requires active compliance, not merely passive non-interference

The right to disconnect is discussed extensively in Part 2, Section 9.

6.8 Social Security Registration Obligation

Article 330-E, Fraction VII mandates:

“VII. Inscribir a las personas trabajadoras en la modalidad de teletrabajo al régimen obligatorio de la seguridad social, y”

English translation: “VII. Register teleworkers in the mandatory social security regime, and”

Requirements:

All teleworkers must be registered with Instituto Mexicano del Seguro Social (IMSS)
Registration requirements are identical to on-site workers
Failure to register constitutes a serious violation
Social security contributions are mandatory (discussed in Part 3, Section 13)

6.9 Training and Support Obligation

Article 330-E, Fraction VIII provides:

“VIII. Establecer los mecanismos de capacitación y asesoría necesarios para garantizar la adaptación, aprendizaje y el uso adecuado de las tecnologías de la información de las personas trabajadoras en la modalidad de teletrabajo, con especial énfasis en aquellas que cambien de modalidad presencial a teletrabajo.”

English translation: “VIII. Establish necessary training and advisory mechanisms to guarantee adaptation, learning and adequate use of information technologies by teleworkers, with special emphasis on those who change from on-site to telework modality.”

Components:

Training Requirement: Employers must provide training
Advisory Support: Employers must provide advisory/guidance support
Scope: Training must cover adaptation, learning, and adequate technology use
Special Emphasis: Workers converting from on-site to telework require particular attention
Guarantee Standard: Mechanisms must “guarantee” (garantizar) results, not merely offer opportunity

The training may be provided remotely, in-person, or through mixed modalities.

6.10 Non-Discrimination Obligation

Article 330-D establishes:

“El patrón no podrá exigir a la persona trabajadora bajo la modalidad de teletrabajo que realice trabajos distintos a los convenidos en el contrato y deberá abstenerse de cualquier discriminación basada en el origen étnico o nacional, el género, la edad, la discapacidad, la condición social, las condiciones de salud, la religión, las condiciones migratorias, las opiniones, las preferencias sexuales o el estado civil.”

English translation: “The employer may not require the teleworker to perform work different from that agreed in the contract and must refrain from any discrimination based on ethnic or national origin, gender, age, disability, social condition, health conditions, religion, immigration status, opinions, sexual preferences or marital status.”

Prohibitions:

Requiring work outside contracted scope
Discrimination on enumerated grounds (non-exhaustive list)

6.11 Equality of Treatment Obligation

Article 330-H provides:

“El patrón debe promover el equilibrio de la relación laboral de las personas trabajadoras en la modalidad de teletrabajo, a fin de que gocen de un trabajo digno o decente y de igualdad de trato en cuanto a remuneración, capacitación, formación, seguridad social, acceso a mejores oportunidades laborales y demás condiciones que ampara el artículo 2o. de la presente Ley a los trabajadores presenciales que prestan sus servicios en la sede de la empresa.”

English translation: “The employer must promote balance in the employment relationship of teleworkers, so that they enjoy decent work and equal treatment regarding remuneration, training, education, social security, access to better job opportunities and other conditions protected by Article 2 of this Law for on-site workers who provide services at the company’s premises.”

Equal Treatment Requirements:

Remuneration
Training and education
Social security
Access to promotional opportunities
All other conditions protected by Article 2

Teleworkers cannot be treated less favorably than comparable on-site workers.

6.12 Gender Perspective Obligation

Article 330-H continues:

“Asimismo, deberá observar una perspectiva de género que permita conciliar la vida personal y la disponibilidad de las personas trabajadoras bajo la modalidad de teletrabajo en la jornada laboral.”

English translation: “Likewise, [the employer] must observe a gender perspective that allows reconciling personal life and the availability of teleworkers during the workday.”

This provision requires employers to consider work-life balance issues, particularly those affecting women workers, in structuring telework arrangements.

Equipment and Expense Legal Requirements

7.1 Statutory Equipment Provision Requirements

Article 330-E, Fraction I of the Federal Labor Law establishes the foundational equipment obligation:

“I. Proporcionar, instalar y encargarse del mantenimiento de los equipos necesarios para el teletrabajo como equipo de cómputo, sillas ergonómicas, impresoras, entre otros;”

English translation: “I. Provide, install and handle maintenance of equipment necessary for telework such as computer equipment, ergonomic chairs, printers, among others;”

7.2 Required Equipment Categories

The statute provides an illustrative, non-exhaustive list (“entre otros” / “among others”) of required equipment:

Computer Equipment (“equipo de cómputo”):

Desktop computers
Laptop computers
Tablets or other computing devices as necessary for work performance

Ergonomic Chairs (“sillas ergonómicas”):

Chairs meeting ergonomic standards
Suitable for extended work periods
Supporting worker health and safety

Printers (“impresoras”):

Printing equipment when necessary for job functions

Other Equipment (“entre otros”):

Any additional equipment necessary for the specific telework position
May include monitors, keyboards, mice, headsets, webcams, etc.

7.3 NOM-037 Equipment Standards

NOM-037-STPS-2023 Section 5.1 provides specific employer obligations:

“El patrón debe: a) Proporcionar a las personas trabajadoras bajo la modalidad de Teletrabajo los equipos necesarios, incluyendo mobiliario ergonómico, tales como: silla, mesa o superficie de trabajo, así como equipo de cómputo, y en su caso, impresoras, escáneres, teléfonos celulares inteligentes, tabletas electrónicas, entre otros.”

English translation: “The employer must: a) Provide teleworkers with necessary equipment, including ergonomic furniture, such as: chair, table or work surface, as well as computer equipment, and where applicable, printers, scanners, smartphones, electronic tablets, among others.”

Source: NOM-037-STPS-2023, Section 5.1 Available at: https://www.dof.gob.mx/nota_detalle.php?codigo=5691672&fecha=08/06/2023

Additional NOM-037 Requirements:

The standard requires employers to provide ergonomic accessories (“aditamentos ergonómicos”) when necessary, as determined through workplace assessments.

7.4 Installation and Maintenance Obligations

The employer’s obligation extends beyond mere provision to include:

Installation: Employers must install provided equipment. The statute does not specify whether installation must occur physically at the worker’s location or whether remote installation support satisfies this requirement.

Maintenance: Employers must “encargarse del mantenimiento” (handle maintenance), including:

Repair of malfunctioning equipment
Replacement of defective equipment
Software updates and technical support
Preventive maintenance as needed

7.5 Telecommunications and Electricity Cost Requirements

Article 330-E, Fraction III establishes cost reimbursement obligations:

“III. Asumir los costos derivados del trabajo a través de la modalidad de teletrabajo, incluyendo, en su caso, el pago de servicios de telecomunicación y la parte proporcional de electricidad;”

7.6 Telecommunication Services

Scope: Employers must pay for telecommunication services “en su caso” (where applicable), which includes:

Internet service costs
Mobile phone service when required for work
Other telecommunications necessary for telework performance

Payment Method: Article 330-B, Fraction V requires the written contract to specify “el monto que recibirá la persona trabajadora bajo la modalidad de teletrabajo por concepto de pago de servicios de internet” (the amount the teleworker will receive for payment of internet services).

7.7 Proportional Electricity Costs

Proportionality Standard: Employers must pay “la parte proporcional de electricidad” (the proportional part of electricity).

Calculation: The statute does not specify the calculation methodology for determining proportional electricity costs. Article 330-B, Fraction V requires the contract to establish the specific amount.

Reporting Obligation: Article 330-F, Fraction II requires teleworkers to “informar con oportunidad sobre los costos pactados para el uso de los servicios de telecomunicaciones y del consumo de electricidad” (promptly inform about agreed costs for use of telecommunications services and electricity consumption).

7.8 IMSS Guidance on Cost Payments

The Instituto Mexicano del Seguro Social issued Criterion 01/2024/NV/SBC-LSS-27-I addressing telework cost payments and social security contribution calculations.

Published: Diario Oficial de la Federación, March 22, 2024 Acuerdo: ACDO.AS2.HCT.270224/37.P.DIR

The criterion establishes:

“Las prestaciones en materia de teletrabajo derivadas de las obligaciones patronales de proporcionar, instalar y encargarse del mantenimiento de los equipos necesarios para el teletrabajo, así como de asumir los costos correspondientes al pago de la citada modalidad de trabajo especial –incluyendo, en su caso, el pago de servicios de telecomunicación y la parte proporcional de electricidad– no integran al salario base de cotización en términos de la exclusión prevista en el artículo 27, fracción I, de la Ley del Seguro Social.”

English translation: “Telework benefits derived from employer obligations to provide, install and handle maintenance of equipment necessary for telework, as well as assume corresponding costs for this special work modality—including, where applicable, payment for telecommunication services and the proportional part of electricity—do not integrate into the salary base for contributions under the exclusion provided in Article 27, Section I, of the Social Security Law.”

Source: Diario Oficial de la Federación, March 22, 2024 Available at: https://www.gob.mx/imss/prensa/el-imss-emite-criterio-orientativo-en-materia-de-teletrabajo

Key Points from IMSS Criterion:

Equipment and cost reimbursements properly classified as work tools do not integrate into social security contribution calculations
Payments must be properly documented in the employment contract
Payments must not be disguised salary payments
The IMSS considers payments not meeting these criteria as improper practices subject to penalties

7.9 Equipment Registry and Record-Keeping

Article 330-E, Fraction IV requires:

English translation: “IV. Keep a registry of supplies delivered to teleworkers, in compliance with health and safety provisions established by the Ministry of Labor and Social Welfare;”

Registry Requirements:

NOM-037-STPS-2023 Section 5.1(b) specifies:

Employers must maintain an updated list (“listado actualizado”) of all teleworkers.

Documentation: Records must include:

Identification of equipment provided
Date of delivery
Equipment specifications
Maintenance records
Worker acknowledgment of receipt

7.10 Worker Equipment Obligations

Article 330-F, Fraction I establishes worker obligations regarding provided equipment:

“I. Tener el mayor cuidado en la guarda y conservación de los equipos, materiales y útiles que reciban del patrón;”

English translation: “I. Exercise the greatest care in safeguarding and preserving equipment, materials and supplies received from the employer;”

Standard of Care: Workers must exercise “el mayor cuidado” (the greatest care), representing a high standard of responsibility.

Scope: The obligation extends to:

Equipment
Materials
Supplies
All items provided by the employer for telework

7.11 Labor Inspector Verification

Article 330-K, Fraction I grants labor inspectors authority to:

“I. Comprobar que los patrones lleven registro de los insumos entregados a las personas trabajadoras en la modalidad de teletrabajo, en cumplimiento a las obligaciones de seguridad y salud en el trabajo;”

English translation: “I. Verify that employers keep records of supplies delivered to teleworkers, in compliance with health and safety obligations;”

Inspectors may request documentation demonstrating compliance with equipment provision and registration requirements.

Working Hours and Overtime Regulations

8.1 Applicable Maximum Working Hours

General working hour limitations established in Articles 60-61 of the Federal Labor Law apply to telework arrangements:

Article 60 defines three types of workdays:

“Jornada diurna es la comprendida entre las seis y las veinte horas.”

English translation: “Daytime workday is that between six o’clock and twenty o’clock.”

“Jornada nocturna es la comprendida entre las veinte y las seis horas.”

English translation: “Nighttime workday is that between twenty o’clock and six o’clock.”

“Jornada mixta es la que comprende períodos de tiempo de las jornadas diurna y nocturna, siempre que el período nocturno sea menor de tres horas y media, pues si comprende tres y media o más, se reputará jornada nocturna.”

English translation: “Mixed workday is that which comprises time periods from both daytime and nighttime workdays, provided the nighttime period is less than three and a half hours, as if it comprises three and a half hours or more, it shall be considered a nighttime workday.”

Source: Article 60, Ley Federal del Trabajo

Article 61 establishes maximum durations:

“La duración máxima de la jornada será: ocho horas la diurna, siete la nocturna y siete horas y media la mixta.”

English translation: “Maximum workday duration shall be: eight hours for daytime, seven hours for nighttime and seven and a half hours for mixed.”

Source: Article 61, Ley Federal del Trabajo Available at: https://www.diputados.gob.mx/LeyesBiblio/pdf/LFT.pdf

Application to Telework:

These maximum durations apply equally to telework arrangements. Article 330-B, Fraction VI requires telework contracts to establish “las condiciones de duración y distribución de horarios, siempre que no se exceda la jornada máxima legal” (conditions of duration and distribution of schedules, provided the maximum legal workday is not exceeded).

8.2 Weekly Maximum Hours

The Federal Labor Law establishes a weekly maximum of 48 hours across six workdays (Article 69):

“Por cada seis días de trabajo disfrutará el trabajador de un día de descanso, por lo menos, con goce de salario íntegro.”

English translation: “For every six days of work, the worker shall enjoy at least one day of rest with full salary.”

Current Status: As of December 2024, Mexican law maintains the 48-hour weekly maximum. Proposals to reduce the workweek to 40 hours have been discussed but not enacted.

Source: Article 69, Ley Federal del Trabajo

8.3 Telework Schedule Specification

Article 330-B, Fraction VI requires written contracts to specify:

English translation: “VI. Contact and supervision mechanisms between the teleworker and the employer, which must establish conditions of duration and distribution of schedules, provided the maximum legal workday is not exceeded, as well as when it is possible for the teleworker to disconnect devices linked to their work, in order to delimit response and availability times;”

Requirements:

Contracts must specify schedule duration
Contracts must specify schedule distribution
Maximum legal hours cannot be exceeded
Contracts must specify when disconnection is permitted
Response time expectations must be delimited

8.4 Overtime Regulations

Article 66 of the Federal Labor Law permits overtime under restricted conditions:

“Podrá también prolongarse la jornada de trabajo por circunstancias extraordinarias, sin exceder nunca de tres horas diarias ni de tres veces en una semana.”

English translation: “The workday may also be extended due to extraordinary circumstances, never exceeding three hours daily nor three times per week.”

Overtime Limits:

Maximum 3 hours per day
Maximum 3 times per week
Maximum 9 hours of overtime per week

These limits apply equally to teleworkers.

8.5 Overtime Compensation

Article 67 establishes overtime payment rates:

“Las horas de trabajo extraordinario se pagarán con un ciento por ciento más del salario que corresponda a las horas de la jornada.”

English translation: “Overtime hours shall be paid at one hundred percent more than the salary corresponding to workday hours.”

Payment Rate: Overtime compensation equals 200% of the regular hourly rate (regular rate plus 100% premium).

Excessive Overtime: Article 68 provides:

“La prolongación del tiempo extraordinario que exceda de nueve horas a la semana, obliga al patrón a pagar al trabajador el tiempo excedente con un doscientos por ciento más del salario que corresponda a las horas de la jornada, sin perjuicio de las sanciones establecidas en esta Ley.”

English translation: “Extension of overtime exceeding nine hours per week obliges the employer to pay the worker for excess time at two hundred percent more than the salary corresponding to workday hours, without prejudice to sanctions established in this Law.”

Excessive Overtime Rate: Overtime beyond 9 weekly hours is compensated at 300% of regular hourly rate (regular rate plus 200% premium), plus potential statutory penalties.

8.6 Voluntary Nature of Overtime

Article 68 establishes:

“Los trabajadores no están obligados a prestar sus servicios por un tiempo mayor del permitido de este capítulo.”

English translation: “Workers are not obligated to provide services for time exceeding that permitted in this chapter.”

Workers may refuse overtime requests exceeding statutory maximums. Even within statutory limits, best practices suggest treating overtime as voluntary absent emergency circumstances.

8.7 Rest Breaks

Article 63 requires:

“Durante la jornada continua de trabajo se concederá al trabajador un descanso de media hora, por lo menos.”

English translation: “During a continuous workday, the worker shall be granted a rest period of at least half an hour.”

This requirement applies to teleworkers during continuous work periods.

8.8 Work Time Recording

While the Federal Labor Law does not explicitly require time-tracking systems for all employees, NOM-037-STPS-2023 and good labor practices suggest employers should maintain records documenting:

Daily start and end times
Break periods
Overtime hours worked
Days worked and rest days

These records serve both compliance verification and wage calculation purposes.

8.9 Flexible Schedule Arrangements

Article 59 permits parties to agree on schedule flexibility:

“El trabajador y el patrón fijarán la duración de la jornada de trabajo, sin que pueda exceder los máximos legales.”

English translation: “The worker and employer shall establish the duration of the workday, provided it does not exceed legal maximums.”

“Los trabajadores y el patrón podrán repartir las horas de trabajo, a fin de permitir a los primeros el reposo del sábado en la tarde o cualquier modalidad equivalente.”

English translation: “Workers and the employer may distribute work hours to allow the former rest on Saturday afternoon or any equivalent modality.”

Telework arrangements may incorporate flexible scheduling provided maximum daily and weekly hours are not exceeded.

Right to Disconnect

9.1 Statutory Right to Disconnect

Article 330-E, Fraction VI of the Federal Labor Law establishes:

“VI. Respetar el derecho a la desconexión de las personas trabajadoras en la modalidad de teletrabajo al término de la jornada laboral;”

English translation: “VI. Respect the right to disconnect of teleworkers at the end of the workday;”

Source: Article 330-E, Fraction VI, Ley Federal del Trabajo Available at: https://www.dof.gob.mx/nota_detalle.php?codigo=5609683&fecha=11/01/2021

Effective Date: This provision became effective January 12, 2021.

9.2 NOM-037 Definition

NOM-037-STPS-2023 provides a comprehensive definition of the right to disconnect:

“Desconexión: El derecho del trabajador a apartarse del trabajo (incluida la desconexión de las TIC de manera digital) y abstenerse de participar en cualquier tipo de comunicación con el centro de trabajo al término de la jornada laboral, en los horarios no laborables, vacaciones, permisos y licencias.”

English translation: “Disconnection: The worker’s right to separate from work (including digital disconnection from ICT) and refrain from participating in any type of communication with the workplace at the end of the workday, during non-working hours, vacations, permits and leaves.”

Source: NOM-037-STPS-2023, Section 4 (Definitions) Available at: https://www.dof.gob.mx/nota_detalle.php?codigo=5691672&fecha=08/06/2023

9.3 Scope of Protection

The right to disconnect protects workers from:

During Non-Working Periods:

After the workday ends
During non-working hours
On rest days
During vacation periods
During authorized leaves and permits
During sick leave

Protected Activities:

Physical separation from work location (even when working from home)
Digital disconnection from information and communication technologies
Abstention from any workplace communication
Refusal to respond to work-related contacts

9.4 Employer Obligations

Article 330-E, Fraction VI uses the imperative “respetar” (respect), creating an affirmative obligation. Employers must:

Refrain From:

Contacting workers outside working hours
Requiring responses during non-working periods
Penalizing workers for exercising disconnection rights
Creating workplace cultures that discourage disconnection

Actively Ensure:

Policies recognizing disconnection rights
Training for supervisors on disconnection requirements
Contract provisions delimiting availability expectations

9.5 Contract Specification Requirements

Article 330-B, Fraction VI requires written contracts to address disconnection:

The contract must specify “cuando es posible que la persona trabajadora bajo la modalidad de teletrabajo pueda desconectar los dispositivos vinculados a su trabajo, con el fin de delimitar los tiempos de localización y respuesta” (when it is possible for the teleworker to disconnect devices linked to their work, in order to delimit response and availability times).

Required Elements:

Specification of when disconnection is permitted
Delimitation of response time expectations
Clarification of availability requirements

9.6 NOM-037 Implementation Requirements

NOM-037-STPS-2023 Section 5.1(c) requires employers to establish a written telework policy that includes:

“Se establezca por escrito, implante, mantenga y difunda en el centro de trabajo y entre las personas trabajadoras bajo la modalidad de Teletrabajo una Política de Teletrabajo que cumpla con los requisitos señalados en la propia Norma;”

English translation: “Establish in writing, implement, maintain and disseminate in the workplace and among teleworkers a Telework Policy that complies with requirements indicated in the Standard itself;”

Policy Requirements (Appendix 1 of NOM-037):

The policy must address the right to disconnect, including:

Clear definition of working hours
Procedures for emergency contact exceptions
Prohibition against requiring responses outside working hours
Protection against retaliation for exercising disconnection rights

9.7 Exceptions to Disconnection Right

Neither the Federal Labor Law nor NOM-037-STPS-2023 explicitly enumerate exceptions to the disconnection right. However, general labor law principles suggest limited exceptions may exist for:

Emergency Situations: Article 65 of the Federal Labor Law addresses emergencies:

“En los casos de siniestro o riesgo inminente en que peligre la vida del trabajador, de sus compañeros o del patrón, o la existencia misma de la empresa, la jornada de trabajo podrá prolongarse por el tiempo estrictamente indispensable para evitar esos males.”

English translation: “In cases of disaster or imminent risk where the life of the worker, their colleagues or the employer is endangered, or the very existence of the company, the workday may be extended for the time strictly indispensable to avoid these harms.”

Such exceptional circumstances might justify limited contact outside normal hours, but:

Must involve genuine emergencies
Contact must be strictly necessary
Cannot become routine practice
Must not undermine the general disconnection right

9.8 Penalties for Violations

The Federal Labor Law does not establish specific penalties exclusively for disconnection right violations. However, violations may constitute:

Labor Law Violations: Article 1004 establishes fines for employers failing to comply with labor law obligations, calculated based on the Unidad de Medida y Actualización (UMA – Unit of Measurement and Update).

Potential Grounds for Claims: Workers may potentially assert disconnection right violations as:

Modification of working conditions
Workplace harassment
Violation of contractual terms
General labor law non-compliance

9.9 Worker Rights and Protections

Workers exercising disconnection rights are protected against:

Retaliation: Article 330-D’s anti-discrimination provisions protect against adverse employment actions based on exercising legal rights.

Adverse Actions: Employers cannot penalize workers through:

Disciplinary measures
Negative performance evaluations
Denial of benefits or opportunities
Constructive dismissal

9.10 Practical Implementation

While the statute establishes the right, practical implementation requires:

Clear Policies: Written policies distributed to all teleworkers and supervisors

Training: Education for management on disconnection obligations

Cultural Change: Organizational commitment to respecting work-life boundaries

Technical Solutions: Tools supporting scheduled communications and automated responses

Monitoring: Regular assessment of disconnection right compliance

Health and Safety Legal Requirements

10.1 Statutory Health and Safety Framework

Article 330-J of the Federal Labor Law establishes the foundation for health and safety standards:

“Las condiciones especiales de seguridad y salud para los trabajos desarrollados al amparo del presente Capítulo serán establecidas por la Secretaría del Trabajo y Previsión Social en una Norma Oficial Mexicana, misma que deberá considerar a los factores ergonómicos, psicosociales, y otros riesgos que pudieran causar efectos adversos para la vida, integridad física o salud de las personas trabajadoras que se desempeñen en la modalidad de teletrabajo.”

English translation: “Special health and safety conditions for work performed under this Chapter shall be established by the Ministry of Labor and Social Welfare in an Official Mexican Standard, which must consider ergonomic factors, psychosocial factors, and other risks that could cause adverse effects on the life, physical integrity or health of teleworkers.”

Source: Article 330-J, Ley Federal del Trabajo

10.2 NOM-037-STPS-2023 Objective

NOM-037-STPS-2023 Section 1 states its purpose:

“Establecer las condiciones de seguridad y salud en el trabajo en los lugares de trabajo en donde las personas trabajadoras bajo la modalidad de Teletrabajo realicen sus actividades, a fin de prevenir accidentes y enfermedades, así como promover un ambiente laboral seguro y saludable.”

English translation: “To establish health and safety conditions at work in workplaces where teleworkers perform their activities, in order to prevent accidents and illnesses, as well as promote a safe and healthy work environment.”

Source: NOM-037-STPS-2023, Section 1 Available at: https://www.dof.gob.mx/nota_detalle.php?codigo=5691672&fecha=08/06/2023

10.3 Workplace Conditions Requirements

NOM-037-STPS-2023 Section 5.2(a) requires that proposed telework locations must:

“Se cuente con un listado actualizado de las personas trabajadoras bajo la modalidad de Teletrabajo”

English translation: “Have an updated list of teleworkers”

“Se disponga en el lugar de trabajo de conectividad para el uso y manejo de las Tecnologías de la Información y Comunicación, y que cuente con condiciones de seguridad y salud en el trabajo, con énfasis en el buen estado de las instalaciones eléctrica; con iluminación, ventilación y condiciones ergonómicas.”

English translation: “The workplace must have connectivity for use and management of Information and Communication Technologies, and have health and safety conditions at work, with emphasis on good condition of electrical installations; with lighting, ventilation and ergonomic conditions.”

Required Conditions:

Connectivity for ICT use
Electrical installation safety
Adequate lighting
Proper ventilation
Ergonomic conditions

10.4 Workplace Verification Methods

NOM-037-STPS-2023 Section 5.2(e) establishes two verification methods:

Method 1 – Physical Inspection:

The workplace Health and Safety Committee (“Comisión de Seguridad e Higiene”) may conduct physical visits to teleworkers’ locations, subject to worker authorization.

Method 2 – Self-Assessment:

Employers may provide teleworkers with a verification checklist to complete, with remote verification through photographic or video evidence.

The employer chooses which verification method to employ.

10.5 Verification Checklist

Appendix 3 of NOM-037-STPS-2023 provides a model verification checklist (“Lista de verificación de las condiciones de seguridad y salud en el lugar de trabajo”) covering:

Physical Conditions:

Adequate lighting levels
Proper ventilation
Suitable temperature
Clean and organized space
Electrical installation safety
Fire safety elements

Ergonomic Factors:

Appropriate work surface
Ergonomic seating
Proper equipment positioning
Adequate workspace dimensions

Psychosocial Factors:

Work-life balance support
Appropriate workload
Clear role definition

10.6 Ergonomic Requirements

NOM-037-STPS-2023 Section 5.1(a) specifically requires employers to provide:

“Mobiliario ergonómico, tales como: silla, mesa o superficie de trabajo, así como equipo de cómputo, y en su caso, impresoras, escáneres, teléfonos celulares inteligentes, tabletas electrónicas, entre otros.”

English translation: “Ergonomic furniture, such as: chair, table or work surface, as well as computer equipment, and where applicable, printers, scanners, smartphones, electronic tablets, among others.”

Appendix 5 of NOM-037-STPS-2023 provides recommendations for selecting ergonomic chairs, including specifications for:

Adjustable seat height
Lumbar support
Armrest adjustability
Seat depth and width
Base stability (five-point base with casters)

10.7 Training Requirements

NOM-037-STPS-2023 Section 8 establishes training obligations:

“El patrón debe proporcionar capacitación y adiestramiento a las personas trabajadoras bajo la modalidad de Teletrabajo”

English translation: “The employer must provide training and instruction to teleworkers”

Required Training Topics:

Section 8.1 specifies training must address:

Risk Information: “Los riesgos relacionados con el Teletrabajo y la posible exposición a agentes físicos y factores de riesgo ergonómico y psicosocial”

English translation: “Risks related to Telework and possible exposure to physical agents and ergonomic and psychosocial risk factors”

Health and Safety Conditions: “Las condiciones de seguridad y salud en el trabajo”

English translation: “Health and safety conditions at work”

Technology Use: “Los conocimientos necesarios para el manejo de las Tecnologías de la Información y Comunicación para el teletrabajo”

English translation: “Knowledge necessary for handling Information and Communication Technologies for telework”

Training Modality: Section 8.2 permits training through remote, in-person, or mixed modalities, and such training is part of the workday.

10.8 Health Examination Requirements

NOM-037-STPS-2023 Section 5.3(d) references NOM-030-STPS-2009 regarding medical examinations:

“Practicar los exámenes médicos que corresponda a las personas trabajadoras bajo la modalidad de Teletrabajo de conformidad con la NOM-030-STPS-2009”

English translation: “Conduct medical examinations corresponding to teleworkers in accordance with NOM-030-STPS-2009”

NOM-030-STPS-2009 establishes requirements for preventive occupational health services, including periodic medical examinations.

10.9 Accident Reporting

NOM-037-STPS-2023 Section 5.3(d) also requires:

“Dar seguimiento a los avisos de accidente de trabajo que le reporten las personas trabajadoras bajo la modalidad de Teletrabajo o sus familiares, cuando estén relacionados con un accidente en el lugar de trabajo, con motivo o en ejercicio de sus actividades de teletrabajo”

English translation: “Follow up on work accident notices reported by teleworkers or their families when related to an accident at the workplace, due to or in the exercise of their telework activities”

Teleworkers must report work-related accidents occurring in their telework location, and employers must investigate and respond appropriately.

10.10 Psychosocial Risk Factors

Article 330-J requires consideration of “factores psicosociales” (psychosocial factors).

NOM-035-STPS-2018 (“Factores de riesgo psicosocial en el trabajo-Identificación, análisis y prevención”) establishes requirements for identifying and preventing psychosocial risks in all workplaces, including telework settings.

Employers must assess and address psychosocial risks such as:

Excessive workload
Unclear role definition
Interference between work and personal life
Workplace violence and harassment
Inadequate leadership and relationships

Source: NOM-035-STPS-2018

10.11 Reversibility for Health and Safety Reasons

NOM-037-STPS-2023 Section 5.3(e) requires employers to establish:

“Mecanismos para la reversibilidad de la modalidad de teletrabajo a presencial, cuando la persona trabajadora bajo la modalidad de Teletrabajo informe al patrón de alguna condición, o alteración de las condiciones de seguridad y salud en el trabajo, que justifique el regreso al trabajo presencial, o porque así convenga a sus intereses.”

English translation: “Mechanisms for reversibility from telework to on-site modality when the teleworker informs the employer of any condition or alteration of health and safety conditions at work that justifies return to on-site work, or because it suits their interests.”

Workers may request return to on-site work due to health and safety concerns, and employers must have mechanisms to accommodate such requests.

10.12 Special Protections

NOM-037-STPS-2023 incorporates specific protections:

Gender Perspective: Section 5.3(f) requires:

“Contar con mecanismos de atención para casos de violencia familiar que consideren, entre otras cosas, el retorno a la modalidad presencial de manera temporal o permanente.”

English translation: “Have attention mechanisms for cases of family violence that consider, among other things, return to on-site modality temporarily or permanently.”

Lactation Rights: The standard recognizes rights of nursing mothers to appropriate breaks and conditions for milk expression during the workday.

Data Protection and Privacy Requirements

11.1 Information Security Obligation

Article 330-E, Fraction V establishes:

“V. Implementar mecanismos que preserven la seguridad de la información y datos utilizados por las personas trabajadoras en la modalidad de teletrabajo;”

English translation: “V. Implement mechanisms that preserve the security of information and data used by teleworkers;”

Source: Article 330-E, Fraction V, Ley Federal del Trabajo

Scope: Employers must implement active security mechanisms protecting:

All information used by teleworkers
All data handled in telework arrangements
Both employer-owned and client information
Personal data and business information

11.2 Privacy Protection in Supervision

Article 330-I establishes limits on supervision methods:

“Los mecanismos, sistemas operativos y cualquier tecnología utilizada para supervisar el teletrabajo deberán ser proporcionales a su objetivo, garantizando el derecho a la intimidad de las personas trabajadoras bajo la modalidad de teletrabajo, y respetando el marco jurídico aplicable en materia de protección de datos personales.”

English translation: “Mechanisms, operating systems and any technology used to supervise telework must be proportional to their objective, guaranteeing the right to privacy of teleworkers, and respecting the applicable legal framework regarding personal data protection.”

Source: Article 330-I, Ley Federal del Trabajo

Key Requirements:

Proportionality: Supervision methods must be proportional to legitimate business objectives
Privacy Rights: Must guarantee workers’ privacy rights
Data Protection Compliance: Must comply with applicable data protection laws

11.3 Limitations on Video and Audio Monitoring

Article 330-I continues:

“Solamente podrán utilizarse cámaras de video y micrófonos para supervisar el teletrabajo de manera extraordinaria, o cuando la naturaleza de las funciones desempeñadas por la persona trabajadora bajo la modalidad de teletrabajo lo requiera.”

English translation: “Video cameras and microphones may only be used to supervise telework extraordinarily, or when the nature of functions performed by the teleworker requires it.”

Restrictions:

Video/audio monitoring is prohibited as a routine practice
Permitted only “extraordinarily” (exceptionally)
Permitted only when job nature requires it
Must still comply with proportionality and privacy requirements

11.4 Applicable Data Protection Laws

Mexico’s primary personal data protection statute is:

Ley Federal de Protección de Datos Personales en Posesión de los Particulares

English translation: “Federal Law on Protection of Personal Data Held by Private Parties”

Publication: Diario Oficial de la Federación, July 5, 2010

This law establishes rights and obligations regarding personal data processing, including:

Consent requirements
Purpose specification
Data minimization
Security measures
Individual rights (access, rectification, cancellation, opposition)

Source: Available at https://www.diputados.gob.mx/LeyesBiblio/pdf/LFPDPPP.pdf

The regulatory authority is the Instituto Nacional de Transparencia, Acceso a la Información y Protección de Datos Personales (INAI).

11.5 Worker Obligations

Article 330-F, Fraction VII requires teleworkers to:

“VII. Atender las políticas y los mecanismos de protección de datos e información establecidos por el patrón en el desempeño de sus actividades como persona trabajadora bajo la modalidad de teletrabajo, así como las restricciones sobre el uso y almacenamiento de información.”

English translation: “VII. Follow policies and mechanisms for data and information protection established by the employer in performing their activities as a teleworker, as well as restrictions on information use and storage.”

Teleworkers must:

Follow employer data protection policies
Comply with information security mechanisms
Observe usage restrictions
Respect storage limitations

11.6 Confidentiality and Information Security

Article 330-B, Fraction VII requires contracts to specify:

“VII. Las responsabilidades respecto al resguardo de custodia de los equipos, programas y manejo de información que se provea a la persona trabajadora bajo la modalidad de teletrabajo;”

English translation: “VII. Responsibilities regarding safeguarding, custody of equipment, programs and handling of information provided to the teleworker;”

Contracts must clearly delineate worker responsibilities for:

Equipment security
Program/software protection
Information handling
Data custody

11.7 Information Security Measures

Article 330-B, Fraction VIII requires contracts to address:

English translation: “VIII. Productivity measures and information security measures related to both information and equipment that the teleworker must comply with”

Contracts must specify:

Security protocols
Access controls
Encryption requirements
Backup procedures
Incident reporting procedures

11.8 NOM-037 Policy Requirements

NOM-037-STPS-2023 requires employers to establish written telework policies addressing information security.

Appendix 1 (Política de Teletrabajo – informativo) suggests policies should cover:

Authorized software and applications
Password management
Secure network connection requirements
Prohibited activities
Data breach reporting
Consequences for security violations

11.9 Intersection with Labor Confidentiality

Article 134, Fraction XIII of the Federal Labor Law imposes a general confidentiality obligation:

“XIII. Guardar escrupulosamente los secretos técnicos, comerciales y de fabricación de los productos a cuya elaboración concurran directa o indirectamente, o de los cuales tengan conocimiento por razón del trabajo que desempeñen, así como de los asuntos administrativos reservados, cuya divulgación pueda causar perjuicios a la empresa.”

English translation: “XIII. Scrupulously guard technical, commercial and manufacturing secrets of products in whose preparation they participate directly or indirectly, or of which they have knowledge by reason of the work they perform, as well as confidential administrative matters whose disclosure could cause harm to the company.”

This general obligation applies equally to teleworkers and on-site workers.

11.10 Breach Consequences

Violations of information security or data protection requirements may result in:

For Employers:

Administrative penalties under data protection laws
Labor law violation penalties
Civil liability for damages
Criminal penalties for serious data breaches

For Workers:

Disciplinary action up to termination
Civil liability for damages caused
Potential criminal liability for intentional disclosure or theft

Employee Legal Rights and Protections

12.1 Equality of Treatment

Article 330-H establishes a comprehensive equality principle:

Source: Article 330-H, Ley Federal del Trabajo

Protected Areas of Equality:

Remuneration
Training and education
Social security
Access to promotional opportunities
All other employment conditions

12.2 Salary Equality Verification

Article 330-K, Fraction II grants labor inspectors authority to:

“II. Vigilar que los salarios no sean inferiores a los que se paguen en la empresa al trabajador presencial con funciones iguales o similares;”

English translation: “II. Monitor that salaries are not lower than those paid in the company to on-site workers with equal or similar functions;”

Teleworkers performing equivalent work must receive equivalent compensation to on-site workers.

12.3 Non-Discrimination Protection

Article 330-D establishes:

Source: Article 330-D, Ley Federal del Trabajo

Protected Characteristics:

Ethnic or national origin
Gender
Age
Disability
Social condition
Health conditions
Religion
Immigration status
Opinions
Sexual preferences
Marital status

This list is illustrative rather than exhaustive, as Article 1 of the Mexican Constitution prohibits discrimination on any grounds.

12.4 Work-Life Balance Rights

Article 330-H includes:

English translation: “Likewise, [the employer] must observe a gender perspective that allows reconciling personal life and the availability of teleworkers during the workday.”

This provision recognizes that telework arrangements must facilitate work-life balance, particularly considering gender-related caregiving responsibilities.

12.5 Social Security Rights

Article 330-E, Fraction VII requires:

“VII. Inscribir a las personas trabajadoras en la modalidad de teletrabajo al régimen obligatorio de la seguridad social”

English translation: “VII. Register teleworkers in the mandatory social security regime”

Teleworkers have identical social security rights as on-site workers, including:

Health insurance (IMSS)
Disability insurance
Life insurance
Retirement savings (AFORE)
Housing fund (INFONAVIT)

12.6 Training and Development Rights

Article 330-E, Fraction VIII establishes:

Teleworkers are entitled to:

Technology training
Adaptation support
Advisory services
Continued professional development

12.7 Health and Safety Rights

NOM-037-STPS-2023 establishes comprehensive health and safety rights for teleworkers, including:

Right to adequate and safe workplace conditions
Right to ergonomic equipment
Right to health and safety information and training
Right to report unsafe conditions
Right to request return to on-site work for health/safety reasons
Protection against work-related accidents and illnesses

12.8 Privacy and Dignity Rights

Article 330-I protects teleworkers’ privacy:

Workers have the right to:

Privacy in their homes during telework
Proportional and limited supervision
Protection of personal data
Limitations on video/audio surveillance
Dignity in supervision methods

12.9 Right to Reversibility

Article 330-G provides:

“En todo caso, cuando se dé un cambio a la modalidad de teletrabajo las partes tendrán el derecho de reversibilidad a la modalidad presencial, para lo cual podrán pactar los mecanismos, procesos y tiempos necesarios para hacer válida su voluntad de retorno a dicha modalidad.”

English translation: “In any case, when there is a change to telework modality, the parties shall have the right of reversibility to on-site modality, for which they may agree on necessary mechanisms, processes and times to make valid their desire to return to said modality.”

Both employers and workers may request return to on-site work, subject to agreed procedures (discussed further in Part 3, Section 14).

12.10 Collective Bargaining Rights

Article 330-B establishes:

“La modalidad de teletrabajo constará en el contrato colectivo de trabajo o en su defecto, en el reglamento interior de trabajo, de conformidad con lo dispuesto por esta Ley.”

Teleworkers retain all collective bargaining rights, including:

Right to union representation
Participation in collective bargaining
Benefits under collective agreements
Union membership rights

12.11 Protection Against Unfair Dismissal

Teleworkers enjoy the same protection against unjustified dismissal as on-site workers under Articles 47-51 of the Federal Labor Law.

Employers may only terminate teleworkers for:

Just causes enumerated in Article 47
Following proper procedures
With payment of applicable severance if required

Unjustified termination entitles teleworkers to:

Reinstatement or severance payment
Back wages during dispute
Constitutional compensation

12.12 Access to Workplace Facilities

While teleworkers primarily work remotely, they retain rights to:

Access employer premises when necessary for work
Attend in-person meetings when required
Participate in workplace activities and events
Use employer facilities as needed

13.1 Social Security Registration Requirement

Article 330-E, Fraction VII of the Federal Labor Law mandates:

“VII. Inscribir a las personas trabajadoras en la modalidad de teletrabajo al régimen obligatorio de la seguridad social”

English translation: “VII. Register teleworkers in the mandatory social security regime”

Source: Article 330-E, Fraction VII, Ley Federal del Trabajo

Scope: All teleworkers must be registered with the Instituto Mexicano del Seguro Social (IMSS) under the same terms as on-site workers.

13.2 Applicable Social Security Law

The Ley del Seguro Social (Social Security Law) governs mandatory social security coverage in Mexico.

Complete text available: https://www.diputados.gob.mx/LeyesBiblio/pdf/LSS.pdf

Article 12 establishes:

“Son sujetos de aseguramiento del régimen obligatorio: I. Las personas que de conformidad con los artículos 20 y 21 de la Ley Federal del Trabajo, presten, en forma permanente o eventual, a otras de carácter físico o moral o unidades económicas sin personalidad jurídica, un servicio remunerado, personal y subordinado, cualquiera que sea el acto que le dé origen y cualquiera que sea la personalidad jurídica o la naturaleza económica del patrón aun cuando éste, en virtud de alguna ley especial, esté exento del pago de contribuciones”

English translation: “Subjects of mandatory insurance coverage are: I. Persons who, in accordance with Articles 20 and 21 of the Federal Labor Law, provide, permanently or temporarily, to other natural or legal persons or economic units without legal personality, a remunerated, personal and subordinate service, whatever the act giving rise to it and whatever the legal personality or economic nature of the employer, even when the latter, by virtue of a special law, is exempt from paying contributions”

Teleworkers fall within this definition as they provide subordinate, remunerated services.

13.3 Social Security Contribution Structure

Social security contributions are divided between employer and worker:

Employer Contributions (approximate total: 16.4% of salary base):

Sickness and maternity insurance
Disability and life insurance
Retirement insurance
Unemployment insurance in old age
Day care and social services
Occupational risk insurance (varies by risk class: 0.5% to 15%)

Worker Contributions (approximate total: 3.1% of salary base):

Sickness and maternity insurance
Disability and life insurance
Retirement insurance
Unemployment insurance in old age

Total Approximate Rate: 19.5% to 31.5% of salary base depending on risk classification

13.4 Salary Base for Contributions (SBC)

Article 27 of the Social Security Law establishes what integrates into the salary base for contributions.

The IMSS issued Criterion 01/2024/NV/SBC-LSS-27-I specifically addressing telework-related payments:

Published: Diario Oficial de la Federación, March 22, 2024 Acuerdo: ACDO.AS2.HCT.270224/37.P.DIR

The criterion establishes:

Source: https://www.gob.mx/imss/prensa/el-imss-emite-criterio-orientativo-en-materia-de-teletrabajo

Key Points:

Equipment provision does not increase contribution base
Internet and electricity reimbursements do not integrate when properly structured
Requirement: Must be genuine work tools, not disguised salary
Documentation: Must be specified in employment contract
Prohibition: Converting salary to “telework allowances” to reduce contributions constitutes improper practice subject to penalties

13.5 Registration Procedures

Employers must register teleworkers through the Instituto Mexicano del Seguro Social systems:

IMSS Digital: Online platform for employer services Website: http://www.imss.gob.mx

Required Information:

Worker’s personal data
CURP (Unique Population Registry Code)
Salary base for contributions
Job classification
Start date of employment relationship
Indication of telework modality

13.6 Housing Fund (INFONAVIT)

Article 136 of the Federal Labor Law requires:

“Toda empresa agrícola, industrial, minera o de cualquier otra clase de trabajo, está obligada a proporcionar a los trabajadores habitaciones cómodas e higiénicas.”

English translation: “Every agricultural, industrial, mining or any other type of business is obligated to provide workers with comfortable and hygienic housing.”

This obligation is fulfilled through contributions to the Instituto del Fondo Nacional de la Vivienda para los Trabajadores (INFONAVIT).

Employer Contribution: 5% of worker’s salary deposited to INFONAVIT

This contribution applies equally to teleworkers.

13.7 Retirement Savings (AFORE)

Employers must make retirement contributions to individual retirement accounts administered by Administradoras de Fondos para el Retiro (AFORE):

Employer Contribution: 2% of salary base to retirement subaccount

Teleworkers receive identical retirement benefits as on-site workers.

13.8 Income Tax Treatment for Workers

Workers’ salaries are subject to Impuesto Sobre la Renta (ISR – Income Tax) regardless of telework status.

Governing Law: Ley del Impuesto Sobre la Renta Complete text: https://www.diputados.gob.mx/LeyesBiblio/pdf/LISR.pdf

Tax Treatment: Salaries received by teleworkers are taxed identically to salaries of on-site workers under Title IV, Chapter I of the Income Tax Law.

Withholding: Employers must withhold income tax from teleworkers’ salaries using the same progressive rate tables applicable to all wage earners.

13.9 Income Tax Treatment for Reimbursements

The IMSS criterion addressing non-integration of equipment and expense reimbursements into the social security contribution base does not automatically establish income tax treatment.

The Servicio de Administración Tributaria (SAT – Tax Administration Service) administers income tax matters.

General Principle: Article 27, Fraction XI of the Income Tax Law excludes from taxable income:

“Los instrumentos de trabajo tales como herramientas, ropa y otros similares”

English translation: “Work instruments such as tools, clothing and similar items”

Properly structured telework equipment and reimbursements may qualify for this exclusion, but specific guidance should be obtained from SAT or qualified tax advisors.

13.10 Employer Tax Deductions

Article 25, Fraction V of the Income Tax Law permits employers to deduct:

“Los gastos netos de descuentos, bonificaciones o devoluciones”

English translation: “Net expenses after discounts, bonuses or returns”

And Article 28, Fraction XXX permits deduction of:

“Los gastos relacionados con la prestación de servicios”

English translation: “Expenses related to service provision”

Equipment and expense reimbursements provided to teleworkers may be deductible business expenses for employers, subject to proper documentation and compliance with tax law requirements.

13.11 Tax Administration Contact

Servicio de Administración Tributaria (SAT)

Official Website: https://www.sat.gob.mx Telephone: 55 627 22 728 From USA/Canada: 1 877 44 88 728

The SAT provides guidance on tax obligations for both employers and workers.

13.12 Minimum Wage Considerations

Article 90 of the Federal Labor Law defines minimum wage:

“Salario mínimo es la cantidad menor que debe recibir en efectivo el trabajador por los servicios prestados en una jornada de trabajo.”

English translation: “Minimum wage is the minimum amount that the worker must receive in cash for services provided during a workday.”

Current Minimum Wages (effective January 1, 2025):

General Zone: MXN $278.80 daily (MXN $8,364 monthly) Free Zone of the Northern Border: MXN $419.88 daily (MXN $12,596.40 monthly)

Source: Comisión Nacional de los Salarios Mínimos Official announcement: https://www.gob.mx/conasami/articulos/incremento-a-los-salarios-minimos-para-2025

Teleworkers must receive at least the applicable minimum wage for their geographic zone.

Voluntariness and Reversibility Rights

14.1 Voluntary Nature of Telework

Article 330-G of the Federal Labor Law establishes:

“El cambio en la modalidad de presencial a teletrabajo, deberá ser voluntario y establecido por escrito conforme al presente Capítulo, salvo casos de fuerza mayor debidamente acreditada.”

English translation: “The change from on-site to telework modality must be voluntary and established in writing in accordance with this Chapter, except in cases of duly certified force majeure.”

Source: Article 330-G, Ley Federal del Trabajo Available at: https://www.dof.gob.mx/nota_detalle.php?codigo=5609683&fecha=11/01/2021

Key Principles:

Voluntariness: Conversion to telework requires voluntary agreement from both parties
Written Form: Agreement must be in writing
Compliance: Must comply with Chapter XII Bis requirements
Exception: Force majeure situations may permit involuntary conversion

14.2 Force Majeure Exception

The statute permits non-voluntary conversion to telework in “casos de fuerza mayor debidamente acreditada” (cases of duly certified force majeure).

Definition: Force majeure generally refers to unforeseeable circumstances preventing performance of obligations, such as:

Natural disasters
Public health emergencies
Government-mandated workplace closures
Other extraordinary circumstances beyond parties’ control

Requirement: The force majeure must be “debidamente acreditada” (duly certified/proven).

The COVID-19 pandemic represented a force majeure situation that justified temporary involuntary telework arrangements during government-mandated closures.

14.3 Right of Reversibility

Article 330-G continues:

Scope of Reversibility Right:

Mutual Right: Both employer and worker may request return to on-site work
Negotiation: Parties may agree on mechanisms and procedures
Timeline: Parties may establish timeframes for reversal
Process: Contract should specify reversibility process

14.4 NOM-037 Reversibility Requirements

NOM-037-STPS-2023 Section 5.3(e) requires employers to:

“Establecer mecanismos para la reversibilidad de la modalidad de teletrabajo a presencial, cuando la persona trabajadora bajo la modalidad de Teletrabajo informe al patrón de alguna condición, o alteración de las condiciones de seguridad y salud en el trabajo, que justifique el regreso al trabajo presencial, o porque así convenga a sus intereses.”

English translation: “Establish mechanisms for reversibility from telework to on-site modality when the teleworker informs the employer of any condition or alteration of health and safety conditions at work that justifies return to on-site work, or because it suits their interests.”

Source: NOM-037-STPS-2023, Section 5.3(e)

Worker-Initiated Reversibility Grounds:

Health and safety concerns
Inadequate working conditions
Personal preference (“porque así convenga a sus intereses” / “because it suits their interests”)

14.5 Health and Safety-Based Reversibility

Workers may request return to on-site work when:

Home workspace lacks adequate safety conditions
Electrical, lighting or ventilation deficiencies exist
Ergonomic conditions are inadequate
Family violence or unsafe home environment exists
Any condition affecting worker health or safety

NOM-037-STPS-2023 Section 5.3(f) specifically addresses family violence:

“Contar con mecanismos de atención para casos de violencia familiar que consideren, entre otras cosas, el retorno a la modalidad presencial de manera temporal o permanente.”

English translation: “Have attention mechanisms for cases of family violence that consider, among other things, return to on-site modality temporarily or permanently.”

14.6 Contractual Specification of Reversibility

Best practices suggest telework contracts should specify:

Reversibility Process:

How either party initiates reversibility request
Required notice period
Documentation requirements
Evaluation procedures

Timeline:

Processing time for requests
Implementation timeline
Transition period arrangements

Conditions:

Grounds for reversibility
Employer’s evaluation criteria
Worker’s rights during transition

14.7 Employer-Initiated Reversibility

While the statute and NOM-037 emphasize worker protection, employers also retain reversibility rights subject to:

Good Faith: Reversibility must not constitute adverse action or retaliation

Legitimate Business Reasons: Employers may require return to on-site work for legitimate operational needs

Non-Discrimination: Reversibility decisions cannot be discriminatory

Contractual Compliance: Must follow agreed procedures

14.8 Limitations on Reversibility

The statute does not explicitly limit reversibility rights, but practical limitations may include:

Business Necessity: Employers may demonstrate certain positions cannot be performed on-site

Worker Circumstances: Workers may demonstrate inability to return on-site due to disability or other protected circumstances

Contractual Terms: Parties’ agreement may establish conditions or limitations

14.9 Dispute Resolution

Disagreements regarding reversibility may be subject to:

Internal Resolution: Following employer’s internal dispute procedures

Labor Authorities: Filing complaint with labor authorities for unresolved disputes

Conciliation and Arbitration: Through the Centro Federal de Conciliación y Registro Laboral

Labor Courts: Through the Tribunales Laborales for legal disputes

Supervision and Monitoring Legal Limits

15.1 Proportionality Requirement

Article 330-I of the Federal Labor Law establishes strict limits on supervision:

Source: Article 330-I, Ley Federal del Trabajo

Three-Part Test:

Proportionality: Supervision must be proportional to legitimate business objectives
Privacy Protection: Must guarantee workers’ privacy rights
Data Protection Compliance: Must comply with data protection laws

15.2 Video and Audio Monitoring Restrictions

Article 330-I continues with specific restrictions:

English translation: “Video cameras and microphones may only be used to supervise telework extraordinarily, or when the nature of functions performed by the teleworker requires it.”

Restrictions on Video/Audio Monitoring:

General Prohibition: Video and audio monitoring is prohibited as routine practice
Extraordinary Use Only: Permitted only in exceptional circumstances
Job Requirements: Permitted only when job nature specifically requires it
Examples of Permitted Use:
- Customer service roles requiring quality monitoring
- Security-sensitive positions
- Training and evaluation sessions
- Specific job functions requiring visual/audio verification
Prohibited Uses:
- Continuous surveillance of workers’ homes
- Monitoring during non-working hours
- Surveillance of non-work areas
- General productivity monitoring

15.3 Constitutional Privacy Rights

Article 16 of the Mexican Constitution establishes:

“Nadie puede ser molestado en su persona, familia, domicilio, papeles o posesiones, sino en virtud de mandamiento escrito de la autoridad competente, que funde y motive la causa legal del procedimiento.”

English translation: “No one may be disturbed in their person, family, home, papers or possessions, except by written order from competent authority, which must state and justify the legal cause for the proceeding.”

Teleworkers working from home retain constitutional privacy protections, limiting employer’s supervisory authority in workers’ homes.

15.4 Permitted Supervision Methods

While video/audio monitoring is restricted, employers may use other supervision methods:

Productivity Tracking:

Work output measurements
Task completion monitoring
Project management systems
Time tracking for work hours

Communication Monitoring:

Work email monitoring (with proper notice)
Business communication system monitoring
Call logs for work phones

Technical Monitoring:

Computer activity logging
Software usage tracking
Network access monitoring
Security compliance verification

Requirements: All monitoring must:

Be proportional to objectives
Respect privacy rights
Comply with data protection laws
Be disclosed to workers
Be limited to work-related activities

15.5 Contact and Supervision Mechanisms

Article 330-B, Fraction VI requires contracts to specify:

Contracts must clearly specify:

Approved supervision methods
Frequency and nature of check-ins
Performance evaluation procedures
Communication expectations
Response time requirements

15.6 Data Protection Requirements

Article 330-F, Fraction VII requires teleworkers to:

Employers may implement data protection monitoring to ensure:

Compliance with security protocols
Proper information handling
Protection of confidential information
Prevention of data breaches

Such monitoring must remain proportional and focused on legitimate security objectives.

15.7 NOM-037 Supervision Guidance

NOM-037-STPS-2023 does not substantially expand supervision provisions but emphasizes that monitoring systems must:

Protect worker health and safety
Respect work-life boundaries
Not create psychosocial risks
Comply with disconnection rights

15.8 Prohibited Practices

The following supervision practices would likely violate Article 330-I:

Clearly Prohibited:

Continuous video surveillance of workers’ homes
Requiring cameras on during all work hours
Monitoring non-work areas of homes
Keystroke logging for general monitoring
GPS tracking of workers at home
Monitoring during rest periods or after hours

Questionable/Contextual:

Screenshot capture (may be permissible for specific security needs)
Productivity software monitoring (must be proportional)
Email monitoring (requires proper disclosure)
Activity logging (must be limited to work activities)

15.9 Worker Notification Requirements

Best practices and general privacy principles require:

Disclosure: Workers must be informed of:

Types of monitoring employed
Purposes of monitoring
Data collected
How data is used
Data retention periods

Consent: While employment relationship involves implicit consent to reasonable supervision, specific monitoring methods should be disclosed in:

Employment contracts
Telework policies
Privacy notices

Ongoing Communication: Workers should receive updates about monitoring practices

15.10 Remedies for Excessive Monitoring

Workers subjected to excessive or improper monitoring may:

Internal Complaints: File complaints through employer’s internal procedures

Labor Authority Complaints: Report violations to Secretaría del Trabajo y Previsión Social

Privacy Authority Complaints: File complaints with Instituto Nacional de Transparencia, Acceso a la Información y Protección de Datos Personales (INAI) for data protection violations

Legal Action: Pursue claims for:

Violation of privacy rights
Workplace harassment
Constructive dismissal if monitoring is intolerable

Enforcement Mechanisms and Penalties

16.1 Labor Inspection Authority

Article 330-K of the Federal Labor Law grants labor inspectors specific authorities regarding telework:

“Los Inspectores del Trabajo tienen las atribuciones y deberes especiales siguientes:”

English translation: “Labor Inspectors have the following special powers and duties:”

English translation: “I. Verify that employers keep records of supplies delivered to teleworkers, in compliance with health and safety obligations;”

“II. Vigilar que los salarios no sean inferiores a los que se paguen en la empresa al trabajador presencial con funciones iguales o similares;”

English translation: “II. Monitor that salaries are not lower than those paid in the company to on-site workers with equal or similar functions;”

“III. Constatar el debido cumplimiento de las obligaciones especiales establecidas en el presente Capítulo.”

English translation: “III. Verify due compliance with special obligations established in this Chapter.”

Source: Article 330-K, Ley Federal del Trabajo

16.2 Inspection Procedures

Labor inspectors from the Secretaría del Trabajo y Previsión Social conduct workplace inspections to verify compliance with labor laws, including telework provisions.

Inspection Focus Areas:

Written contract compliance
Equipment provision documentation
Cost reimbursement verification
Salary equality verification
Social security registration
Health and safety compliance
Working hour compliance

Employer Obligations During Inspection:

Provide requested documentation
Grant access to records
Respond to inspector inquiries
Cooperate with investigation

16.3 General Penalty Framework

Article 1004 of the Federal Labor Law establishes the general penalty structure for labor law violations:

Penalties are calculated based on the Unidad de Medida y Actualización (UMA – Unit of Measurement and Update).

2024 UMA Value: $108.57 MXN daily (updated annually)

Article 1004 establishes penalty ranges from 50 to 5,000 UMAs depending on violation severity.

16.4 Specific Violation Penalties

While the Federal Labor Law does not enumerate specific penalties for each telework provision violation, general principles apply:

Contract Violations (failure to execute written contract):

Penalties under Article 1004
Potential findings in labor disputes

Equipment/Cost Violations (failure to provide required equipment or reimbursements):

Financial penalties under Article 1004
Requirement to provide equipment/reimbursements
Potential back payment obligations

Salary Violations (paying teleworkers less than comparable on-site workers):

Penalties under Article 1004
Back payment obligations with interest
Potential discrimination findings

Social Security Violations (failure to register teleworkers):

IMSS penalties and sanctions
Back contribution payments with surcharges
Potential criminal liability for serious cases

Health and Safety Violations (failure to comply with NOM-037):

Penalties under Federal Regulation on Occupational Safety and Health
Closure orders for serious violations
Requirement to remediate conditions

16.5 NOM-037 Enforcement

The Secretaría del Trabajo y Previsión Social enforces NOM-037-STPS-2023 through:

Verification Visits: Inspectors may verify compliance with the standard

Documentation Review: Employers must present:

Telework policies
Worker lists
Training records
Health and safety assessments
Workplace verification checklists

Non-Compliance Consequences:

Citations requiring corrective action
Fines calculated per Federal Regulation on Occupational Safety and Health
Suspension of operations for serious violations

16.6 IMSS Enforcement of Social Security Compliance

The Instituto Mexicano del Seguro Social enforces social security registration and contribution requirements:

Audit Authority: IMSS may audit employer records to verify:

Proper worker registration
Accurate salary base reporting
Timely contribution payments
Proper classification of telework payments

Penalties for Non-Compliance:

Contribution surcharges (recargos)
Penalties of 40% to 100% of omitted contributions
Interest on unpaid amounts
Potential criminal prosecution for fraud

The IMSS Criterion 01/2024 specifically warns against “prácticas fiscales indebidas” (improper fiscal practices) involving disguising salary as telework allowances.

Source: Diario Oficial de la Federación, March 22, 2024

16.7 Data Protection Enforcement

The Instituto Nacional de Transparencia, Acceso a la Información y Protección de Datos Personales (INAI) enforces personal data protection laws.

Website: http://inicio.inai.org.mx

Violations of Article 330-I privacy protections or general data protection laws may result in:

Administrative Penalties:

Warnings
Fines up to 0.2% of annual gross income (capped at specific amounts)
Suspension of data processing
Corrective action orders

16.8 Worker Complaint Procedures

Workers may file complaints regarding telework violations through:

Procuraduría Federal de la Defensa del Trabajo (PROFEDET)

Federal Labor Defense Attorney’s Office providing free legal assistance to workers.

Contact Information:

Website: https://www.gob.mx/profedet
Telephone: 800 717 2942 and 800 911 7877
Email: [email protected]

Services include:

Legal orientation and advice
Complaint filing assistance
Representation in labor disputes
Mediation services

Centro Federal de Conciliación y Registro Laboral

Federal Center for Labor Conciliation and Registration handling pre-litigation conciliation.

Website: https://www.gob.mx/centrolaboral

Workers may request conciliation for disputes involving:

Contract violations
Unpaid wages or reimbursements
Discrimination
Working condition disputes

16.9 Labor Court Jurisdiction

Unresolved disputes may proceed to Tribunales Laborales (Labor Courts) established under Mexico’s 2017 labor justice reform.

Jurisdiction: Labor courts handle:

Employment contract disputes
Wage claims
Wrongful termination
Discrimination claims
Collective labor disputes

Procedure: Labor court proceedings follow the Federal Labor Law procedural provisions (Articles 684-991).

16.10 Criminal Penalties

Serious violations may result in criminal liability:

Exploitation of Workers: Article 51 of the Federal Criminal Code criminalizes labor exploitation

Social Security Fraud: Serious IMSS fraud may result in criminal prosecution

Data Protection Crimes: Serious data protection violations may constitute criminal offenses

16.11 Civil Liability

Employers may face civil liability for:

Contract Breaches: Damages for failing to fulfill contractual obligations

Tort Liability: Damages for injuries resulting from failure to provide safe working conditions

Discrimination: Damages for discriminatory practices

16.12 Compliance Best Practices

To avoid penalties, employers should:

Documentation:

Execute compliant written contracts
Maintain required registries
Document equipment provision
Retain payroll and reimbursement records

Registration:

Register all teleworkers with IMSS
Verify proper contribution calculations
Ensure timely payments

Policies:

Implement comprehensive telework policies
Provide required training
Establish health and safety protocols

Monitoring:

Conduct regular compliance audits
Review practices against legal requirements
Update policies as regulations evolve

Resources

17.1 Primary Labor Authority

Secretaría del Trabajo y Previsión Social (STPS)

English: Ministry of Labor and Social Welfare

Main Office: Address: Periférico Sur No. 4271, Col. Fuentes del Pedregal, Tlalpan, Ciudad de México, C.P. 14149

Telephone: +52 55 3000 2100

Official Website: https://www.gob.mx/stps

Services:

Labor law information
Regulatory guidance
Complaint filing
Labor inspection
Norm development

Source: https://www.stps.gob.mx/bp/secciones/contacto/contacto_stps.html

17.2 Social Security Institute

Instituto Mexicano del Seguro Social (IMSS)

English: Mexican Social Security Institute

Official Website: https://www.gob.mx/imss

Phone: 800 623 2323

Services:

Worker registration
Contribution calculation
Health services
Disability benefits
Pension administration

Complaint Line: 800 623 2323, option 5 (Monday-Friday, 9:00-18:00) Email: [email protected]

IMSS Digital Platform: http://www.imss.gob.mx/imssdigital Online services for employers and workers

17.3 Federal Labor Defense Attorney

Procuraduría Federal de la Defensa del Trabajo (PROFEDET)

English: Federal Labor Defense Attorney’s Office

Main Office: Address: Dr. José María Vértiz 211, Colonia Doctores, Alcaldía Cuauhtémoc, Ciudad de México

Phone: 800 717 2942 and 800 911 7877

Email: [email protected]

Official Website: https://www.gob.mx/profedet

Services:

Free legal assistance for workers
Orientation and advice
Complaint filing support
Representation in disputes
Conciliation support

17.4 Federal Conciliation Center

Centro Federal de Conciliación y Registro Laboral

English: Federal Center for Labor Conciliation and Registration

Official Website: https://www.gob.mx/centrolaboral

Services:

Pre-litigation conciliation
Union registration
Collective agreement registration
Dispute resolution

Phone: 55 5998 2000

17.5 Tax Administration Service

Servicio de Administración Tributaria (SAT)

English: Tax Administration Service

Main Office: Address: Av. Hidalgo 77, Col. Guerrero, Alcaldía Cuauhtémoc, Ciudad de México, C.P. 06300

Phone: 55 627 22 728 From USA/Canada: 1 877 44 88 728

Official Website: https://www.sat.gob.mx

Services:

Tax registration (RFC)
Tax filing
Tax guidance
Audit information
Electronic invoicing (CFDI)

17.6 Housing Fund Institute

Instituto del Fondo Nacional de la Vivienda para los Trabajadores (INFONAVIT)

English: National Workers’ Housing Fund Institute

Official Website: https://portalmx.infonavit.org.mx

Phone: 800 008 3900

Services:

Housing credits
Contribution verification
Account statements
Credit application

17.7 Data Protection Authority

Instituto Nacional de Transparencia, Acceso a la Información y Protección de Datos Personales (INAI)

English: National Institute of Transparency, Access to Information and Personal Data Protection

Official Website: http://inicio.inai.org.mx

Phone: 800 835 4324

Services:

Data protection complaints
Privacy rights enforcement
Transparency requests
Personal data protection guidance

17.8 Minimum Wage Commission

Comisión Nacional de los Salarios Mínimos (CONASAMI)

English: National Minimum Wage Commission

Official Website: https://www.gob.mx/conasami

Services:

Minimum wage information
Salary zone determination
Historical wage data

17.9 Labor Courts

Tribunales Laborales

English: Labor Courts

Labor courts operate at federal and local levels throughout Mexico. Contact information varies by jurisdiction.

Federal Labor Courts: Handle disputes involving federal jurisdiction matters

Local Labor Courts: Handle disputes under local jurisdiction

Information available through: https://www.gob.mx/centrolaboral

17.10 Additional Resources

Diario Oficial de la Federación (DOF)

Official government gazette publishing laws and regulations

Website: https://www.dof.gob.mx

Cámara de Diputados – Legal Library

Federal legislation repository

Website: https://www.diputados.gob.mx/LeyesBiblio

Primary Legislation

Ley Federal del Trabajo (Federal Labor Law)

Complete text: https://www.diputados.gob.mx/LeyesBiblio/pdf/LFT.pdf

Telework decree: https://www.dof.gob.mx/nota_detalle.php?codigo=5609683&fecha=11/01/2021

Published: Diario Oficial de la Federación, January 11, 2021 Effective: January 12, 2021

Specific Articles Referenced:

Article 311 (Home-based work definition)
Articles 330-A through 330-K (Telework chapter)
Articles 58-68 (Working hours)
Article 132 (Employer general obligations)
Article 134 (Worker general obligations)

Technical Standards

NOM-037-STPS-2023: Teletrabajo-Condiciones de Seguridad y Salud en el Trabajo

Complete text: https://www.dof.gob.mx/nota_detalle.php?codigo=5691672&fecha=08/06/2023

Published: Diario Oficial de la Federación, June 8, 2023 Effective: December 8, 2023

Related Standards Referenced:

NOM-019-STPS-2011 (Health and Safety Commissions)
NOM-030-STPS-2009 (Preventive Occupational Health Services)
NOM-035-STPS-2018 (Psychosocial Risk Factors)

Social Security Framework

Ley del Seguro Social (Social Security Law)

Complete text: https://www.diputados.gob.mx/LeyesBiblio/pdf/LSS.pdf

IMSS Criterion on Telework Payments

Criterion 01/2024/NV/SBC-LSS-27-I Acuerdo ACDO.AS2.HCT.270224/37.P.DIR Published: Diario Oficial de la Federación, March 22, 2024 Source: https://www.gob.mx/imss/prensa/el-imss-emite-criterio-orientativo-en-materia-de-teletrabajo

Tax Legislation

Ley del Impuesto Sobre la Renta (Income Tax Law)

Complete text: https://www.diputados.gob.mx/LeyesBiblio/pdf/LISR.pdf

Servicio de Administración Tributaria (SAT)

Official website: https://www.sat.gob.mx Information on tax obligations for workers and employers

Constitutional Framework

Constitución Política de los Estados Unidos Mexicanos (Political Constitution of the United Mexican States)

Complete text: https://www.diputados.gob.mx/LeyesBiblio/pdf/CPEUM.pdf

Relevant Articles:

Article 16 (Privacy rights)
Article 123 (Labor rights)

Data Protection

Ley Federal de Protección de Datos Personales en Posesión de los Particulares

English: Federal Law on Protection of Personal Data Held by Private Parties

Complete text: https://www.diputados.gob.mx/LeyesBiblio/pdf/LFPDPPP.pdf

Published: July 5, 2010

INAI (Data Protection Authority)

Website: http://inicio.inai.org.mx

Government Agency Resources

Secretaría del Trabajo y Previsión Social (STPS)

Main website: https://www.gob.mx/stps NOM-037 announcement: https://www.gob.mx/stps/prensa/se-publica-en-el-diario-oficial-de-la-federacion-la-nom-037-stps-2023-teletrabajo-condiciones-de-seguridad-y-salud-en-el-trabajo

Instituto Mexicano del Seguro Social (IMSS)

Main website: https://www.gob.mx/imss Digital services: http://www.imss.gob.mx

Procuraduría Federal de la Defensa del Trabajo (PROFEDET)

Main website: https://www.gob.mx/profedet General information: https://www.gob.mx/profedet/que-hacemos

Centro Federal de Conciliación y Registro Laboral

Main website: https://www.gob.mx/centrolaboral

Comisión Nacional de los Salarios Mínimos (CONASAMI)

Main website: https://www.gob.mx/conasami 2025 minimum wage announcement: https://www.gob.mx/conasami/articulos/incremento-a-los-salarios-minimos-para-2025

Official Gazette

Diario Oficial de la Federación (DOF)

Official government gazette: https://www.dof.gob.mx

All laws, regulations, and official standards are published in the DOF.

Federal Legal Library

Cámara de Diputados – Biblioteca Jurídica

Legal database: https://www.diputados.gob.mx/LeyesBiblio

Complete repository of federal legislation and regulations.

Document Verification

All sources cited in this guide were accessed and verified in December 2024. Given that laws and regulations may be amended, users should verify current versions through official government sources.

Verification Methods:

Access official .gob.mx websites directly
Verify publication dates in Diario Oficial de la Federación
Confirm regulatory text with government agencies
Consult qualified legal counsel for specific matters

Disclaimer on Sources

This guide compiles information from official Mexican government sources exclusively. Information from the following types of sources was NOT included:

Private law firms or legal service providers
Non-governmental organizations
Academic institutions (except when citing official legal texts)
International organizations (except for context)
Commercial legal databases
News media

Only official government publications and legal texts form the basis of this compilation.

Updates and Amendments

Mexican labor law is subject to amendment. Significant developments affecting telework include:

Enacted Reforms:

January 2021: Federal Labor Law reform adding telework chapter
June 2023: NOM-037-STPS-2023 publication
March 2024: IMSS Criterion on telework payments

Pending Proposals (as of December 2024):

Workweek reduction from 48 to 40 hours (proposed but not enacted)
Additional labor law reforms under discussion

Users should monitor official government sources for new developments.

Frequently Asked Questions

General Questions

Q1: What is the definition of telework under Mexican law?

A: Article 330-A of the Federal Labor Law defines telework as subordinate work organization consisting of remunerated activities performed in places other than the employer’s establishment, without requiring physical presence at the workplace, primarily using information and communication technologies for contact between worker and employer.

Q2: When does the 40% threshold apply?

A: Employment relationships where more than 40% of work time occurs at the worker’s home or chosen location are governed by the telework provisions of Chapter XII Bis. Work performed remotely less than 40% of time, or occasionally/sporadically, does not qualify as telework under the statute.

Q3: Is a written contract required for telework?

A: Article 330-B mandates a written contract for all telework relationships. The contract must include nine specific elements beyond general employment contract requirements, including equipment specifications, cost reimbursement amounts, and supervision mechanisms.

Q4: Can my employer force me to work from home?

A: Article 330-G establishes that conversion from on-site to telework must be voluntary and in writing, except in duly certified force majeure situations (such as public health emergencies or government-mandated closures).

Equipment and Costs

Q5: What equipment must my employer provide?

A: Article 330-E, Fraction I requires employers to provide, install and maintain necessary telework equipment including computers, ergonomic chairs, printers and other items needed for job performance. NOM-037-STPS-2023 provides additional specifications.

Q6: Must my employer reimburse internet and electricity costs?

A: Article 330-E, Fraction III requires employers to assume telework-related costs including telecommunication services and proportional electricity costs. The specific amounts must be established in the written contract.

Q7: Do equipment and cost reimbursements count as salary for tax/social security purposes?

A: The IMSS Criterion 01/2024 establishes that properly structured equipment provision and cost reimbursements do not integrate into the salary base for social security contributions when genuinely constituting work tools rather than disguised salary. Income tax treatment should be verified with SAT or qualified tax advisors.

Working Hours and Compensation

Q8: What are the maximum working hours for teleworkers?

A: Teleworkers are subject to the same maximum hours as on-site workers: 8 hours daily for daytime shifts, 7 hours for nighttime shifts, 7.5 hours for mixed shifts, with a maximum 48-hour workweek across six days.

Q9: Am I entitled to overtime pay as a teleworker?

A: Article 67 requires overtime compensation at 200% of regular hourly rate (100% premium). Overtime beyond 9 weekly hours must be compensated at 300% (200% premium) plus potential penalties.

Q10: Must my salary be equal to on-site workers?

A: Article 330-H requires equal treatment regarding remuneration. Article 330-K, Fraction II grants labor inspectors authority to verify salaries are not inferior to those paid to on-site workers with equal or similar functions.

Right to Disconnect

Q11: What is the right to disconnect?

A: Article 330-E, Fraction VI requires employers to respect teleworkers’ right to disconnect at the end of the workday. NOM-037 defines this as the right to separate from work and refrain from any workplace communication outside working hours, during rest days, vacations, and leaves.

Q12: Can my employer contact me after work hours?

A: The right to disconnect generally prohibits employer contact outside working hours except in genuine emergency situations. Contracts must specify when disconnection is permitted and delimit availability expectations.

Q13: What can I do if my employer doesn’t respect disconnection rights?

A: Workers may file complaints with PROFEDET, request conciliation through the Federal Conciliation Center, or pursue legal claims for violation of contractual terms or workplace harassment.

Privacy and Monitoring

Q14: Can my employer monitor me with cameras while I work from home?

A: Article 330-I permits video and audio monitoring only extraordinarily or when job nature specifically requires it. Continuous surveillance of workers’ homes is generally prohibited. All monitoring must be proportional to objectives and respect privacy rights.

Q15: What supervision methods are permitted?

A: Employers may use proportional supervision including productivity tracking, work output measurement, communication monitoring (with disclosure), and technical monitoring limited to work-related activities. Methods must respect privacy and comply with data protection laws.

Health and Safety

Q16: What health and safety requirements apply to my home workspace?

A: NOM-037-STPS-2023 requires adequate connectivity, electrical safety, proper lighting, ventilation, and ergonomic conditions. Employers must verify conditions through Health and Safety Committee visits or worker-completed checklists with remote verification.

Q17: What if my home doesn’t meet safety requirements?

A: NOM-037 Section 5.3(e) requires employers to establish reversibility mechanisms. Workers may request return to on-site work when home conditions are inadequate or unsafe, including cases of family violence.

Q18: Is my employer required to provide ergonomic furniture?

A: Article 330-E, Fraction I and NOM-037 Section 5.1(a) require employers to provide ergonomic furniture including chairs and work surfaces. Appendix 5 of NOM-037 provides ergonomic chair selection recommendations.

Social Security and Benefits

Q19: Am I entitled to social security as a teleworker?

A: Article 330-E, Fraction VII requires employers to register all teleworkers in the mandatory social security regime. Teleworkers receive identical benefits as on-site workers including health insurance, disability coverage, retirement savings, and housing fund contributions.

Q20: Do I receive the same benefits as on-site workers?

A: Article 330-H requires equal treatment regarding training, social security, access to opportunities, and all conditions protected for on-site workers. Teleworkers cannot be treated less favorably than comparable on-site employees.

Reversibility

Q21: Can I request to return to on-site work?

A: Article 330-G establishes a right of reversibility for both parties. Workers may request return to on-site modality, and parties must establish mechanisms, processes and timeframes for reversibility.

Q22: Can my employer require me to return to the office?

A: Employers also have reversibility rights for legitimate business reasons, provided decisions are not discriminatory or retaliatory and follow agreed procedures.

Q23: How long does the reversibility process take?

A: The statute does not specify mandatory timeframes. Parties should establish timelines in the telework contract. NOM-037 emphasizes that reversibility must be available when workers report health/safety concerns.

Compliance and Enforcement

Q24: How are telework laws enforced?

A: The Secretaría del Trabajo y Previsión Social conducts labor inspections verifying compliance. Article 330-K grants inspectors specific authorities to verify equipment records, salary equality, and general obligation compliance.

Q25: What penalties exist for violations?

A: Article 1004 establishes penalties calculated in UMAs (Units of Measurement and Update) ranging from 50 to 5,000 UMAs depending on violation severity. Additional penalties may apply for social security violations, health/safety violations, and data protection breaches.

Q26: Where can I file a complaint?

A: Workers may file complaints with PROFEDET (free legal assistance), the Federal Conciliation Center (pre-litigation), or labor authorities. Contact information is provided in Section 17.

Special Situations

Q27: Does telework regulation apply to hybrid arrangements?

A: The 40% threshold applies regardless of whether telework is full-time or hybrid. Workers performing more than 40% of time remotely are subject to Chapter XII Bis provisions even if they maintain partial on-site presence.

Q28: What about independent contractors?

A: The Federal Labor Law requires subordinate employment relationships. Independent contractors providing services without subordination fall outside Chapter XII Bis scope. However, relationships must be genuinely independent—misclassification may result in labor law application.

Q29: Can collective agreements modify telework requirements?

A: Article 330-B requires telework modality to be addressed in collective bargaining agreements or internal work regulations. Collective agreements cannot reduce statutory minimum protections but may enhance them.

Q30: How does telework law apply to foreign companies?

A: Foreign companies employing workers in Mexico must comply with Mexican labor law, including telework provisions, when relationships constitute subordinate employment under Mexican law. Jurisdiction and specific requirements depend on employment relationship structure.

Others

Legal Disclaimer: This guide provides general background information only and does not constitute legal, tax, or professional advice. Employment laws are complex and subject to interpretation. Consult licensed legal counsel and official state agencies for guidance specific to your situation.

Mexico Telework Work Laws 2026

⚠️Informational only — not legal or tax advice.

Table of Contents

Overview of Telework in Mexico

1.1 Legislative Background

1.2 Complementary Regulatory Framework

1.3 Constitutional Foundation

Legal Framework and Key Legislation

2.1 Primary Statutory Authority

2.2 Telework-Specific Provisions

2.3 Technical Health and Safety Standard

2.4 Related Cross-References

2.5 Regulatory Hierarchy

Definition and Scope of Telework

3.1 Legal Definition of Telework

3.2 Definition of Teleworker

3.3 Critical 40% Threshold Requirement

3.4 Exclusions from Telework Classification

3.5 Distinction from Home-Based Work

3.6 Subordination Requirement

3.7 Technology Requirement

Applicability and Excluded Workers

4.1 Scope of Application

4.2 Threshold-Based Exclusions

4.3 Categorical Exclusions

4.4 Special Considerations

4.5 NOM-037 Applicability

4.6 Hybrid Arrangements

Written Agreement Requirements

5.1 Mandatory Written Contract

5.2 Required Contract Contents

5.3 Integration with General Contract Requirements

5.4 Collective Bargaining Agreements

5.5 Modification of Existing Contracts

5.6 Contract Retention

5.7 Consequences of Non-Compliance

Employer Legal Obligations

6.1 Overview of Employer Obligations

6.2 Equipment Provision Obligation

6.3 Timely Payment Obligation

6.4 Cost Assumption Obligation

6.5 Equipment Registry Obligation

6.6 Information Security Obligation

6.7 Right to Disconnect Obligation

6.8 Social Security Registration Obligation

6.9 Training and Support Obligation

6.10 Non-Discrimination Obligation

6.11 Equality of Treatment Obligation

6.12 Gender Perspective Obligation

Equipment and Expense Legal Requirements

7.1 Statutory Equipment Provision Requirements

7.2 Required Equipment Categories

7.3 NOM-037 Equipment Standards

7.4 Installation and Maintenance Obligations

7.5 Telecommunications and Electricity Cost Requirements

7.6 Telecommunication Services

7.7 Proportional Electricity Costs

7.8 IMSS Guidance on Cost Payments

7.9 Equipment Registry and Record-Keeping

7.10 Worker Equipment Obligations

7.11 Labor Inspector Verification

Working Hours and Overtime Regulations

8.1 Applicable Maximum Working Hours

8.2 Weekly Maximum Hours

8.3 Telework Schedule Specification

8.4 Overtime Regulations

8.5 Overtime Compensation

8.6 Voluntary Nature of Overtime

8.7 Rest Breaks

8.8 Work Time Recording

8.9 Flexible Schedule Arrangements

Right to Disconnect

9.1 Statutory Right to Disconnect

9.2 NOM-037 Definition

9.3 Scope of Protection

9.4 Employer Obligations

9.5 Contract Specification Requirements

9.6 NOM-037 Implementation Requirements

9.7 Exceptions to Disconnection Right

9.8 Penalties for Violations