Mexico’s Federal Holidays 2026 | Official Dates & Rules

Official Federal Holidays in Mexico for 2026

Mexico’s federal holidays are the only days officially recognized as mandatory rest days under labor law. These dates are fixed either by calendar date or by law-mandated Monday observance. Employers must follow these exact days when planning payroll, operations, and employee scheduling for 2026.

• New Year’s Day – January 1, 2026
  New Year’s Day is a fixed-date federal holiday. Employees are entitled to a full rest day. If work is required, premium pay rules apply. This holiday applies to all employees legally employed under Mexican labor law, including remote and foreign-managed teams employed in Mexico.
  
  

• Constitution Day – Monday, February 2, 2026
  Constitution Day is legally observed on the first Monday of February, not the original calendar date. In 2026, it falls on February 2. Employers must treat this Monday as the official holiday, regardless of internal schedules.
  
  

• Benito Juárez’s Birthday – Monday, March 16, 2026
  This holiday is observed on the third Monday of March. In 2026, the legal rest day is March 16. It honors a national historical figure and carries the same mandatory rest and pay rules as other federal holidays.
  
  

• Labor Day – May 1, 2026
  Labor Day is a fixed-date holiday with strict enforcement during labor inspections. If employees work on May 1, employers must pay a significantly higher premium. This day receives special attention during labor inspections.
  
  

• Independence Day – September 16, 2026
  Independence Day is always observed on September 16. It does not move to a Monday. Employers must plan operations carefully, especially when combined with evening national celebrations.
  
  

• Revolution Day – Monday, November 16, 2026
  Revolution Day is observed on the third Monday of November. In 2026, this falls on November 16. Only Monday is considered the official holiday for labor purposes.
  
  

• Christmas Day – December 25, 2026
  Christmas Day is a fixed-date federal holiday. Employees are entitled to rest, and any work performed must be paid under holiday premium rules, regardless of company policy or country of headquarters.
  
  

These seven dates are the only federal holidays recognized for labor purposes in 2026. Employers must align payroll and scheduling strictly to these official days to remain compliant in Mexico.

What Are Federal Holidays in Mexico?

Federal holidays in Mexico are legally mandated rest days that employers must observe. These days are not optional benefits. They are defined directly by labor law and apply to all employees, regardless of industry, role, or location.

For employers, especially foreign companies, understanding these holidays is critical because working rules, pay obligations, and penalties are strictly enforced nationwide.

• Definition of “días de descanso obligatorio”
  “Días de descanso obligatorio” means mandatory rest days. On these days, employees have the legal right not to work. If an employee is required to work, the employer must pay premium wages as established by law. These days exist to protect employee well-being and are not subject to individual contracts or company policies.
  
  

• Federal Labor Law as the legal authority
  Mexico’s Federal Labor Law is the sole authority that defines which days are federal holidays. Employers cannot remove, replace, or redefine these dates. Any agreement that ignores or limits these rights is invalid under Mexican law, even if signed by the employee.
  
  

• Why these holidays apply nationwide
  Federal holidays apply across all states in Mexico. Local governments cannot override them, and employers cannot treat them differently by region. This creates uniform labor protection and ensures equal treatment for all employees nationwide.
  
  

• Difference between federal law and cultural observances
  Not all widely celebrated days are federal holidays. Some dates are cultural or traditional observances, but they do not carry mandatory rest or premium pay requirements unless listed in the Federal Labor Law.
  
  

In simple terms, federal holidays are legal obligations, not company choices. Employers must separate mandatory rest days from cultural celebrations to remain fully compliant in Mexico.

Why Some Mexican Federal Holidays Move Every Year

In Mexico, not all federal holidays stay on the same calendar date every year. This is intentional and defined by law. The goal is to balance historical recognition with modern work schedules. Employers must follow the legal rest day, not the historical date, when planning payroll and attendance.

• Monday-shift rule
  Some federal holidays are legally moved to a Monday, even if the historical event happened on a different date. This rule is written into labor law and is mandatory. Employers cannot choose to observe the original date instead of the Monday.
  
  

• Fixed-date vs movable holidays
  Fixed-date holidays, like January 1 or September 16, always stay on the same date. Movable holidays, such as Constitution Day or Revolution Day, are officially observed on specific Mondays each year. Only the legally listed day counts for labor purposes.
  
  

• Purpose of long weekends (puentes)
  The Monday-shift rule creates long weekends, known as puentes. These support employee rest and predictable scheduling nationwide.
  
  

• Why historical dates differ from legal rest days
  The historical event may be remembered on one date, but the legal rest day may be different. For employers, only the legal rest day matters.
  
  

Understanding this difference helps companies avoid payroll errors and compliance issues in Mexico.

Legal Basis for Mexico’s Federal Holidays

Mexico’s federal holidays are not based on tradition, company policy, or online calendars. They are defined by law and must be followed exactly as written. For employers, the legal reference is clear and non-negotiable. Compliance depends on understanding where these holidays come from and how they apply.

• Article 74 of the Federal Labor Law
  Article 74 of the Federal Labor Law lists the official “días de descanso obligatorio.” These are the only days that qualify as federal holidays for labor purposes. The article defines which dates are fixed and which are moved to specific Mondays. Employers cannot add or remove days from this list.
  
  

• Why employers must follow Article 74 over online calendars
  Many online calendars include cultural events, bank holidays, or regional observances. These are not legally binding. Only Article 74 determines mandatory rest days, premium pay, and inspection criteria. Relying on informal sources often leads to payroll errors and legal exposure.
  
  

• National scope and mandatory application
  Article 74 applies nationwide. All employers in Mexico, including foreign companies using an Employer of Record, must comply. State laws, internal policies, or employee agreements cannot override it.
  
  

Following Article 74 ensures legal certainty and protects employers from costly labor disputes.

Are Federal Holidays the Same as National Holidays in Mexico?

In Mexico, the terms federal holidays and national holidays are often used as if they mean the same thing. In daily language, this is common and usually not incorrect. However, for employers, what matters is how the law defines these days and how they affect work and pay obligations.

• Why the terms are used interchangeably
  Federal holidays are created by national law and apply across the entire country. Because they are observed nationwide, many people call them national holidays. In practice, both terms usually point to the same set of legally recognized rest days.
  
  

• No legal difference in labor law
  Mexican labor law does not create a separate category called national holidays. The Federal Labor Law only recognizes mandatory rest days listed in Article 74. Whether someone calls them federal or national, the legal effect is exactly the same for employers and employees.
  
  

• Common sources of confusion for foreign employers
  Confusion often comes from international calendars, embassies, or cultural guides that list additional observances. These may be important socially, but they do not create labor obligations. Employers must always rely on the Federal Labor Law, not terminology used online.
  
  

Understanding this distinction helps companies avoid misclassifying holidays and making payroll mistakes in Mexico.

Holidays That Are NOT Federal Holidays (But Often Confused)

In Mexico, many important cultural and religious dates are widely observed, but they are not federal holidays under labor law. This distinction is critical for employers. Only days listed as mandatory rest days create legal obligations for rest or premium pay. Popular observance does not equal a federal holiday.

• Holy Thursday and Good Friday
  These days are significant religious observances, and some businesses close voluntarily. However, they are not mandatory rest days under the Federal Labor Law. Employers may require employees to work without holiday premium pay.
  
  

• Day of the Dead
  Celebrated on November 1 and 2, this is a major cultural event in Mexico. Despite its importance, it is not classified as a federal holiday and does not trigger mandatory rest or special pay rules.
  
  

• Cinco de Mayo
  Cinco de Mayo is often misunderstood as a national holiday. In reality, it is not a federal holiday and has no labor law impact for most employers.
  
  

• Day of the Virgin of Guadalupe
  Observed on December 12, this religious date is widely recognized but not legally protected as a mandatory rest day.
  
  

• School, bank, and government closure days
  Schools and banks may close on certain dates, but these closures do not create labor obligations for private employers.
  
  

Because these days are not federal holidays, working on them does not require mandatory rest pay. Employers may choose to grant time off, but it is a policy decision, not a legal requirement.

What Happens If Employees Work on a Federal Holiday?

In Mexico, federal holidays are mandatory rest days under labor law. When an employee works on one of these days, the law imposes strict pay rules. These rules apply regardless of job title, salary level, or whether the employee agreed to work. Employers must understand this clearly to avoid serious payroll and compliance errors.

• Mandatory rest day rule
  Federal holidays are classified as mandatory rest days. Employees have the right not to work. An employer cannot replace the rest day with another date unless the law allows it, and employee consent does not remove the employer’s obligation to pay correctly.
  
  

• Triple pay requirement
  If an employee works on a federal holiday, they must receive triple pay. This includes their normal daily wage plus double pay for working on a mandatory rest day. Paying only overtime or a bonus is not compliant.
  
  

• When exceptions may apply
  Certain roles may require work due to operational needs, such as continuous operations. However, the pay obligation does not change. Triple pay still applies in all cases.
  
  

• Common payroll mistakes employers make
  Employers often pay double instead of triple, confuse holidays with Sundays, or rely on foreign payroll rules. These mistakes are frequently cited during labor audits.
  
  

Correct holiday pay protects employees and shields employers from fines, claims, and retroactive payroll corrections.

Federal Holidays and Payroll Compliance in Mexico

Federal holidays directly affect payroll compliance in Mexico. These days are not only about scheduling matters. They change how wages must be calculated and how inspections are evaluated. For employers, especially foreign companies, correct classification is essential to avoid legal and financial exposure.

• Why correct classification matters
  Only federally mandated rest days trigger special pay rules. If a day is wrongly classified as a federal holiday, payroll costs may be inflated. If a real federal holiday is missed, the employer risks underpayment and labor claims. Accuracy is critical.
  
  

• Impact on payroll calculations
  When employees work on a federal holiday, payroll must apply triple pay. This amount cannot be replaced with overtime rates, bonuses, or compensatory time off. Payroll systems must flag these dates correctly to calculate wages lawfully.
  
  

• Risks of misclassifying holidays
  Misclassification can lead to unpaid wage claims, penalties during labor inspections, and forced retroactive payments. Employees may challenge incorrect holiday pay years later, increasing employer liability.
  
  

• Compliance exposure for foreign companies
  Foreign employers often rely on global calendars or non-Mexican payroll logic. This creates compliance gaps. Mexican labor authorities expect full adherence to local law, regardless of where the company is based.
  
  

Proper handling of federal holidays is a core payroll compliance requirement in Mexico, not an administrative detail.

Do Federal Elections Create Additional Holidays in 2026?

Federal elections in Mexico can affect work schedules in limited situations, but they do not automatically create new federal holidays. 

The rules are specific and often misunderstood by employers, especially foreign companies that expect a nationwide day off during election years.

• Election-related rest days under labor law
  Mexican labor law does not classify election days as federal holidays. There is no automatic mandatory rest day simply because an election takes place. The Federal Labor Law does not list election days in the official holiday calendar.
  
  

• When they apply
  Election-related work accommodations apply only when an employee’s work schedule prevents them from exercising their voting rights or fulfilling electoral or census duties during working hours. In these cases, employers must allow reasonable paid time off for that purpose. This does not constitute a full-day holiday and does not trigger mandatory holiday premium pay.
  
  

• Why 2026 currently includes only the standard holidays
  As of now, 2026 includes only the federal holidays listed in the law. No additional mandatory rest days have been announced or defined for elections. Unless the law is amended, employers should plan payroll and operations using the standard holiday list only.
  
  

Election years do not change the federal holiday structure in Mexico unless the law explicitly says so.

Key Takeaways for Employers and HR Teams

Mexico’s federal holidays follow a strict legal structure that employers must understand and apply correctly. These rules are clear under labor law, but confusion often arises when cultural practices or foreign assumptions are mixed into payroll and HR decisions.

A clear framework helps prevent errors and compliance risk.

• Fixed list, movable dates
  Mexico has a fixed list of federal holidays, but some of those dates move to specific Mondays each year. Employers must follow the legally observed date, not the historical date, when managing attendance and payroll.
  
  

• Article 74 is the only legal source
  Only Article 74 of the Federal Labor Law defines mandatory rest days. Online calendars, government announcements, or cultural guides do not override this article. Employers must rely on the law, not informal references.
  
  

• Cultural holidays are not mandatory
  Many important dates are widely celebrated, but do not create labor obligations. These days do not require rest or premium pay unless the law explicitly lists them as federal holidays.
  
  

• Payroll accuracy is critical
  Incorrect holiday pay is a common cause of labor claims and audit findings. Payroll systems must be configured correctly to avoid underpayment or overpayment.
  
  

Consistent application of these rules protects both employees and employers and ensures full compliance in Mexico.

Verify Federal Holiday Rules with HRM’s Mexico EOR Specialist

Mexican labor law is detailed, strict, and very specific. Federal holiday rules are a good example of where global assumptions often fail.

What applies in other countries does not translate cleanly into Mexico. This is why employers need guidance that is grounded in Mexican law, not generalized HR content.

• Mexico’s labor law does not translate cleanly into global frameworks
  Global HR platforms often simplify holiday rules or apply foreign logic. In Mexico, this leads to errors because federal holidays follow unique legal definitions, mandatory rest rules, and strict pay requirements that do not exist in many other countries.
  
  

• Holiday pay rules vary depending on the work performed
  Whether an employee works, partially works, or rests on a federal holiday directly affects payroll calculations. Misunderstanding this difference is one of the most common compliance mistakes employers make.
  
  

• HRM’s Mexico EOR Specialist provides answers grounded in law and practice
  The Mexico EOR Specialist is built using Federal Labor Law, payroll integration rules, IMSS requirements, and real employment practices. It does not rely on generic global HR assumptions.
  
  

• Designed for employers hiring or managing teams in Mexico
  This tool is created specifically for companies employing people in Mexico, whether through an EOR or local operations.
  
  

Human Resources Mexico (HRM) positions this specialist as a compliance problem solver, not a software vendor, helping employers make correct decisions with confidence.

Try HRM’s Mexico EOR Specialist AI - [https://www.payrollmexico.com/mexico-eor-specialist-ai-chatbot]

FAQs

How many federal holidays are there in Mexico?

Mexico has seven federal holidays recognized as mandatory rest days under labor law. These are the only days that trigger special pay rules. Employers must follow this fixed list each year, even though some holidays move to Mondays depending on the calendar.

Are federal holidays paid in Mexico?

Yes. Federal holidays are paid rest days. Employees receive their normal daily wage even if they do not work. If an employee works on a federal holiday, the employer must pay triple pay, as required by Mexican labor law.

Do federal holidays change every year?

The list does not change, but some dates do. Certain holidays are legally moved to Mondays each year. Employers must always follow the legally observed date, not the historical date, when calculating payroll and rest obligations.

Are banks and schools closed on federal holidays?

Banks, schools, and government offices often close on federal holidays, but they may also close on additional non-federal dates. These closures do not affect private employer obligations. Only holidays defined in labor law create mandatory rest or pay requirements.

Can employers move federal holidays to other days?

No. Employers cannot move or substitute federal holidays. Mandatory rest days are fixed by law, and replacing them with another day off is not allowed. Doing so does not remove the obligation to pay correctly if employees work.