Legal Maximum Working Hours in Mexico (Quick Overview)

Mexico limits the number of hours an employee can work each day and week to protect health, safety, and productivity. These limits are defined in the Federal Labor Law (LFT), Articles 58 to 66.

The law recognizes three official shift types, and each has its own maximum number of daily hours. Employers must respect these limits, record schedules correctly, and avoid any excess unless overtime rules are followed.

Understanding these limits is essential for compliance, especially for foreign companies hiring through an EOR.

• Day shift (Diurna): Maximum 8 hours per day
  
  

• Night shift (Nocturna): Maximum 7 hours per day
  
  

• Mixed shift (Mixta): Maximum 7.5 hours per day
  
  

• Weekly maximum: 48 hours for day shift, 42 hours for night shift, 45 hours for mixed shift
  
  

• Legal foundation: Federal Labor Law Articles 58–66
  
  

These limits form the basis of all work schedules in Mexico.

Daily Working Hour Limits by Shift Type

Mexico divides working hours into three official shift types, and each has its own legal maximum. These limits exist to protect employee health and ensure employers follow safe scheduling practices.

The Federal Labor Law (LFT) defines the exact number of hours allowed per day and explains how each shift works. Employers must classify the shift correctly and apply the proper limit, especially when managing remote or hybrid teams inside Mexico.

• Day shift (Diurna)
  Runs between 6:00 a.m. and 8:00 p.m. The maximum allowed is 8 hours per day.
  
  

• Night shift (Nocturna)
  Runs between 8:00 p.m. and 6:00 a.m. The maximum allowed is 7 hours per day because night work is more demanding.
  
  

• Mixed shift (Mixta)
  Combines day and night hours. The maximum allowed is 7.5 hours per day, but only if the night portion is under 3.5 hours.
  
  

These limits guide all daily scheduling and help prevent excessive working hours.

Weekly Working Hour Limits in Mexico

Mexico uses a standard 6-day workweek, and the Federal Labor Law sets clear weekly limits for each shift type. These caps ensure employees are not overloaded and that companies maintain safe, healthy working conditions.

Weekly limits also guide how employers calculate overtime and schedule full-time teams. Understanding these rules is essential for compliance, especially when foreign companies hire in Mexico without knowing the local labor framework.

• Day shift (48 hours/week)
  Employees can work up to 8 hours per day, totaling 48 hours across six days.
  
  

• Night shift (42 hours/week)
  With a limit of 7 hours per day, night employees can legally reach 42 hours per week.
  
  

• Mixed shift (45 hours/week)
  With a maximum of 7.5 hours per day, mixed schedules allow up to 45 hours weekly.
  
  

These weekly caps form the legal baseline for full-time employment in Mexico.

Overtime Law in Mexico (Rules + Limits + Pay Rates)

Mexico’s overtime rules are strict and designed to protect employees from excessive working hours. Overtime is only allowed in extraordinary circumstances, meaning it should not be part of a normal schedule.

Employers must track hours carefully, apply the correct pay rate, and stay within the legal limits set by the Federal Labor Law. Any excess beyond the allowed overtime automatically triggers higher pay and potential compliance issues.

• When overtime is allowed
  Overtime can be used only when needed to handle unexpected workload, urgent tasks, or temporary increases in demand. It cannot replace proper staffing.
  
  

• Maximum overtime limits
  Employees may work up to 3 extra hours per day, and only 3 times per week. The absolute maximum is 9 overtime hours per week. Anything beyond this is illegal.
  
  

• Overtime pay requirements
  Standard overtime must be paid at double the regular hourly rate. If overtime exceeds the weekly limit, or if work occurs on mandatory rest days or holidays, it must be paid at triple the hourly rate.
  
  

• Importance of compliance
  Incorrect overtime handling leads to penalties, back pay, and labor disputes.
  
  

Following these rules ensures safe working conditions and protects employers from legal exposure in Mexico.

Rest Breaks, Rest Days, and Mandatory Weekly Rest

Mexico’s labor law requires employers to provide proper rest periods to protect employee health and prevent excessive fatigue. These rules apply to all employees, regardless of shift type or industry.

Rest breaks, weekly rest days, and compensation rules are all defined in the Federal Labor Law, and employers must follow them strictly to remain compliant.

Proper scheduling also helps reduce overtime risk and supports safer working conditions.

• Mandatory rest break
  Every employee who works a continuous shift must receive at least a 30-minute break during the workday. Many companies provide longer breaks to support productivity and well-being.
  
  

• Weekly rest requirement
  For every six days of work, employees must receive one full paid rest day. This is a legal requirement and cannot be waived or replaced with extra pay.
  
  

• Work performed on rest days
  If an employee works on a mandatory rest day, the employer must pay their regular daily wage plus an additional double wage, resulting in triple pay for that day, as required by law.
  
  

These rest rules ensure employees recover properly and help companies maintain safe, legally compliant schedules.

Special Rules for Night, Mixed, and Hazardous Work

Mexico’s labor law adds extra protections for employees who work in night shifts, mixed schedules, or in hazardous environments. These rules exist because certain working conditions carry higher physical or mental demands.

Employers must adjust schedules, provide the correct protections, and avoid assigning risky tasks to vulnerable groups. Following these rules is essential for compliance and for maintaining safe workplace practices across all industries.

• Hazardous or unhealthy environments
  Work involving chemicals, heavy machinery, extreme temperatures, or unsafe conditions comes with stricter limits. Employees in these environments often have reduced daily hours, mandatory protective equipment, and additional safety requirements.
  
  

• Night work protections
  Because night shifts affect rest and health, the law limits night work to 7 hours per day. Employers must also ensure proper lighting, supervision, and safe transportation when work occurs during late hours.
  
  

• Limits for pregnant employees
  Pregnant and breastfeeding employees cannot perform hazardous, strenuous, or night work. Employers must offer safe reassignment and avoid any tasks that could affect health.
  
  

• Restrictions for minors
  Employees under 18 cannot work at night, in hazardous areas, or for extended hours.
  
  

These protections ensure that higher-risk work is managed responsibly and legally in Mexico.

Supervisory, Managerial, or Special Technical Roles

Mexico’s Federal Labor Law allows certain supervisory, managerial, or technical roles to organize their working schedules with greater flexibility, provided that legal daily and weekly working-hour limits are respected. This flexibility applies to how the workday is administered, not to the elimination of overtime rights.

Employers must be careful when applying this flexibility, as misclassification can create significant legal risks. Job titles alone do not determine eligibility; only roles with genuine authority, autonomy, and operational responsibility may qualify for flexible scheduling.

• Roles that may be exempt
  Roles that may qualify for flexible scheduling include senior managers, supervisors who direct staff, and specialized technical employees whose duties require operational continuity. Even with flexible schedules, legal daily and weekly limits still apply, overtime must be paid if those limits are exceeded, and health and safety protections must always be respected.
  
  

• What qualifies as managerial or supervisory work
  The employee must have real decision-making authority, the ability to supervise others, and control over operational tasks. Their role must show independence, not routine execution.
  
  

• Risk of misclassification
  Labeling a regular employee as a “manager” to avoid hour limits is illegal. If challenged, the employee can claim overtime, back pay, and penalties.
  
  

These exceptions must be applied carefully and only when the job truly meets legal standards for managerial or supervisory responsibility.

Recordkeeping and Employer Obligations Under LFT

Mexico’s Federal Labor Law requires employers to maintain accurate records of employee working hours, schedules, and overtime. Proper documentation is essential because working-hour compliance is a common focus of labor inspections and dispute cases.

Employers must track time consistently for all employees, including remote or hybrid staff, and ensure that no one works more than the legal daily or weekly limits. Failure to maintain proper records creates significant legal exposure for the company.

• Accurate hour tracking
  Employers must record start times, end times, breaks, and overtime. These records help verify compliance with daily and weekly limits.
  
  

• Time-record systems
  Companies must use formal systems such as digital time clocks, access logs, software-based tracking, or signed attendance sheets.
  
  

• Documentation for audits and disputes
  Clear records are required during labor inspections or IMSS audits. If an employee files a claim, the employer must prove compliance through documented evidence.
  
  

• Risks of exceeding legal limits
  If employees work beyond the allowed hours without proper justification or pay, employers may owe overtime, penalties, and back wages.
  
  

Strong recordkeeping helps employers avoid disputes and ensures full compliance with Mexico’s working-hour regulations.

Penalties for Violating Working Hour Laws in Mexico

Mexico’s Federal Labor Law imposes strict penalties on employers who fail to follow working-hour limits, rest requirements, and overtime rules.

These penalties are designed to protect employee health and ensure fair compensation for all work performed. When companies ignore these rules, they face financial fines, back-pay obligations, and potential labor disputes.

Foreign employers are especially vulnerable because they may not fully understand Mexico’s shift types, overtime limits, or documentation requirements.

• Fines under the Federal Labor Law
  Employers who exceed legal hour limits or fail to provide required rest periods can face significant monetary fines. These penalties increase when violations are repeated or affect multiple employees.
  
  

• Employee labor claims
  Employees may file claims for unpaid overtime, excessive hours, or denied rest days. Cases are commonly resolved in favor of the employee when records are incomplete.
  
  

• Overtime mispayment disputes
  Paying overtime incorrectly — such as paying double when triple pay is required — results in back-pay orders and legal liability.
  
  

• Risk for foreign companies
  Companies unfamiliar with Mexico’s rules often misclassify shifts, exceed limits, or underpay overtime, leading to audits and disputes.
  
  

Following the law closely helps employers avoid financial risk and maintain compliant operations in Mexico.

Proposed Reforms to Reduce Working Hours (40-Hour Week Discussion)

Mexico has an ongoing national discussion about reducing the standard workweek from 48 hours to 40 hours. Lawmakers and labor groups argue that shorter workweeks improve employee health, productivity, and work–life balance.

The proposal suggests lowering the weekly limit without changing salary, meaning employees would work fewer hours for the same pay.

This reform would be one of the most significant updates to the Federal Labor Law in decades, and employers must understand its potential impact.

• Overview of the proposal
  The reform would reduce the legal weekly limit from 48 hours to 40 hours, bringing Mexico closer to workweek norms in many other countries.
  
  

• Current status as of 2025
  The proposal remains under legislative review. Although widely supported by employees, it has not yet been formally approved.
  
  

• What employers should watch
  Companies should monitor official announcements, as approval would require immediate adjustments to schedules, staffing, and overtime calculations.
  
  

• Why reforms matter for foreign employers
  International companies planning long-term operations in Mexico must prepare for potential cost, productivity, and scheduling impacts.
  
  

Keeping track of these developments helps employers plan ahead and maintain full compliance with future labor rules.

On-Call Time, Standby Work, and Travel Time Rules

Mexico’s labor law has specific rules for on-call time, standby availability, and travel performed during the workday. These rules are important for technical teams, maintenance staff, IT support, medical roles, and any position that may need to respond outside normal hours.

Employers must know when this time counts as paid working time and how it affects overtime limits. Misunderstanding these rules can lead to disputes, underpayment claims, and compliance issues.

• When on-call time counts as working time
  For remote employees, employers may not require availability or responses outside agreed working hours, in line with the right to disconnect. Only actual work expressly requested and performed outside the schedule may be treated as working time.
  
  

• Standby rules for technical or support roles
  Employees required to stay available for urgent issues may trigger payable hours when they actively solve a problem, join a call, or perform tasks. All active time counts toward daily and weekly limits.
  
  

• Travel time during workdays
  Travel that forms part of the workday — such as visiting clients or sites — counts as paid working time. Travel outside regular hours may count if the employer requires it.
  
  

• Employer obligations
  Companies must track on-call, standby, and travel-related work carefully to avoid unpaid overtime and legal disputes.
  
  

Clear rules help ensure fair compensation and reduce compliance risks for employers operating in Mexico.

How an EOR Helps Manage Legal Working Hours in Mexico

Managing working hours in Mexico requires strict compliance with daily limits, weekly caps, overtime rules, and rest-day requirements. For foreign companies, these rules can be difficult to apply correctly, especially when teams work remotely or across different time zones.

An Employer of Record (EOR) becomes the legal employer in Mexico and ensures every schedule, hour record, and overtime payment follows the Federal Labor Law. This helps companies avoid miscalculations, disputes, and unexpected liability.

• Correct shift classification
  The EOR assigns employees to the proper legal shift type (day, night, or mixed), ensuring the right daily hour limits apply.
  
  

• Automatic tracking of legal limits
  Working hours, breaks, and weekly totals are monitored so no employee crosses the legal maximum.
  
  

• Proper overtime handling
  The EOR calculates and pays overtime at the correct double or triple rate, depending on the situation.
  
  

• Compliant schedules and rest periods
  Weekly rest days, break requirements, and holiday rules are applied correctly for every employee.
  
  

• Accurate time records
  The EOR maintains complete hour logs to protect employers during audits or labor claims.
  
  

With EOR support, companies avoid violations and maintain fully compliant operations in Mexico.

Why Foreign Companies Choose HRM as EOR in Mexico

Workforce compliance in Mexico requires deep knowledge of shift types, weekly hour limits, overtime rules, and detailed recordkeeping. Foreign companies often struggle with these requirements, especially when they rely on global platforms that lack real presence in Mexico.

Human Resources Mexico (HRM) offers a safer and fully compliant alternative. With 16+ years of physical operations inside Mexico, HRM provides hands-on support to both employers and employees.

• REPSE-registered and fully authorized
  HRM operates as a true Employer of Record in Mexico, not a software platform or contractor intermediary.
  
  

• Real bilingual HR team
  Employees receive direct human support, ensuring schedules, rest days, and overtime follow Mexican law.
  
  

• Compliant employment contracts
  HRM drafts contracts that reflect legal working hours, shift classifications, and required benefits.
  
  

• Complete workforce administration
  HRM manages payroll, overtime, IMSS contributions, benefits, vacations, and CFDI invoicing.
  
  

• Transparent pricing with zero hidden fees
  One total-cost markup covers all services, without onboarding fees, FX charges, or surprise costs.
  
  

• Protection from legal exposure
  HRM prevents hour-related violations, helping employers avoid penalties, overtime disputes, and labor claims.
  
  

HRM provides complete workforce compliance and peace of mind for international companies. Contact us today and get a custom proposal for hiring in Mexico.

FAQs About Maximum Working Hours in Mexico

What is the legal maximum working hours per day in Mexico?

Mexico sets daily limits based on shift type: 8 hours for day shift, 7 hours for night shift, and 7.5 hours for mixed shift. These limits protect employee health and cannot be exceeded unless overtime rules are applied. Employers must assign the correct shift to remain compliant.

How many hours per week can employees work?

Weekly limits depend on the shift type. Day shift employees may work up to 48 hours, night shift up to 42 hours, and mixed shift up to 45 hours per week. These limits are mandatory and form the basis of Mexico’s full-time work structure under the Federal Labor Law.

What is the difference between day, night, and mixed shifts?

A day shift runs from 6 a.m. to 8 p.m.
A night shift runs from 8 p.m. to 6 a.m.
A mixed shift combines both but includes less than 3.5 hours of night work. If night hours exceed that, it is considered a full night shift with stricter limits.

How is overtime paid in Mexico?

Overtime is paid at double the regular hourly rate for the first permitted extra hours. If overtime exceeds weekly limits, or if work occurs on rest days or holidays, it must be paid at triple the hourly rate. Employers must track hours carefully to avoid underpayment.

Can employees work more than 48 hours per week?

Only under limited circumstances. The law allows up to 3 extra hours per day, 3 times per week, for a maximum of 9 overtime hours. Anything beyond this is illegal. Excess hours must be paid at triple rate, and recurring violations can lead to fines and labor claims.

Do remote employees follow the same hour limits?

Yes. Remote and hybrid employees working in Mexico are covered by the same daily and weekly limits as on-site staff. Employers must track hours, breaks, and overtime even for home-based roles, and apply the correct shift classification based on actual working time.

What happens if an employer exceeds legal working hours?

Employers may face fines, back-pay obligations, and labor disputes. Employees can claim unpaid overtime, rest-day violations, or excessive hours. When records are incomplete, cases usually favor the employee. Consistent violations also increase the risk of audits and legal exposure for the company.