The working hours the authority will review must be on record starting today.
The amendment to the Federal Labor Law published in the Official Gazette on May 1, 2026 gradually reduces the workweek from 48 to 40 hours through 2030 and makes electronic time recording mandatory. We bring the legal diagnosis, the internal policy and the time clock together in a single service, run by the firm that answers if the authority asks.
The risk is no longer paying overtime: it is being unable to prove how much was worked.
The maximum workweek drops two hours per year starting in 2027 until it reaches 40 hours in 2030, with no reduction in wages or benefits. Overtime has new weekly and daily caps, and hours beyond them are paid at triple rate.
The burden of proof shifts: employers must keep an electronic record of clock-ins and clock-outs, retain it and produce it on request. Non-compliance carries fines of 250 to 5,000 UMA. A paper list or an editable spreadsheet will not carry that burden.
Five years, one direction: 48 to 40 hours.
Maximum weekly hours under the reform's transitional regime. Each reduction requires reviewing shifts, rest periods, overtime and contracts; the electronic record is the evidence that the company complied at every stage.
Four phases. Each one closes with a deliverable, not a recommendation.
Diagnosis
We review contracts, internal work rules, engagement schemes —payroll, salary-assimilated, fees and specialized services—, actual schedules and overtime paid. We measure the gap between what the paperwork says and what happens in operation.
Redesign
We design the year-by-year transition plan: shifts, rest periods, overtime policy and occasional remote work, with the contractual and work-rule adjustments each reduction requires.
Implementation
We put the web time clock with geolocation into operation: clock-in and clock-out with name and PIN from any authorized device, and leave and vacation requests from the same access point.
Monitoring
Periodic cut-offs, alerts on late arrivals, absences and excess hours, and orderly retention of the record. When the inspection arrives, the file is already assembled.
A time-clock vendor delivers records. We deliver records that hold up.
We run it in-house first
It is the same model AMERICA LEGAL® uses to track its own team's working hours. You receive a proven system, not a prototype.
Lawyers behind the data
Every record is designed to withstand a labor inspection and litigation: what is recorded, how it is retained and who can modify it.
Every engagement scheme
We distinguish who must record working hours and who must not, so as not to create signs of subordination where there are none: payroll, salary-assimilated, fees and specialized services.
Personal data in order
Geolocation and time records are processed in accordance with the Federal Law on the Protection of Personal Data Held by Private Parties, with a privacy notice for staff.
Labor, tax and payroll at the same table
The same firm reviews the effect of the transition on payroll, social security and deductibility. A change in working hours is not solved in Human Resources alone.
A single point of contact
Diagnosis, documents, system and monitoring under one accountable party. If the authority asks, the one who designed the compliance answers.
Eight verifiable deliverables.
Does your company already know how many hours its team works?
An initial diagnosis tells you at which stage of the transition you are exposed and what you must have on record before 2027.
International Firm of the Year 2022 — Tops México ranking, Los Mejores Abogados de México
Fundación Teletón — recognition on national television for pro bono counsel, 2025
Av. Insurgentes Sur 1425, floor 7
Colonia Insurgentes Mixcoac
Alcaldía Benito Juárez
Mexico City, C.P. 03920
10 years providing professional services · 2016 — 2026
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