返回
From
$249/month
$49/month
2% of gross salary / month
Horizons provides compliance solutions to ensure your business in Mexico operates in line with Mexican labor laws and tax regulations. Businesses benefit from hiring in, investing in, or job outsourcing to, Mexico in a range of industries, from customer service, to accounting services, to software development.
We also process monthly payroll, and, as a Mexico Employer of Record, absorb all local employer liabilities. Partnering with our Mexico EOR is the quickest and most cost-effective way to enter the Mexican market.
Note, a Mexico Employer of Record is also known as a Mexico Professional Employer Organization (PEO).
Hire in Mexico, and pay employees through our platform or app.
Our Mexico EOR solution is the most affordable on the market.
Fast onboarding in Mexico, hire in as little as 12 hours.
We draft labor contracts compliant with Mexican labor law.
We administer all mandatory benefits and contributions in Mexico.
It doesn’t stop with Mexico — we are an international EOR
Employers in Mexico are legally required to provide formal written contracts of employment for all employees. Any contract should include all relevant details such as salary/wage, termination terms, job title, and so on. Contracts should also always be written in Spanish and use the Mexican peso currency (MXN).
By partnering with our Mexico Employer of Record, Horizons’ team of local experts can provide assistance for drafting strong employment contracts that are compliant with local regulations.
30 days max. for regular employees
Not possible if contract is for <180 days
Not legally required; 30 days is standard, according to the employment agreement
Only in cases of termination without reason for employees with 15+ years’ experience: 12 days’ salary per year of service (max. 2 months’ salary)
Contract type is not standard for EOR services due to requirement for fixed-term contracts to be justified by either (1) nature of the work or (2) for an employee replacement.
30 days max. for regular employees
180 days max. for management, administrators, or specialized employees.
Not legally required; 30 days is standard, according to the employment agreement
Not legally required; 30 days is standard, according to the employment agreement
The average Mexican office operates between 8 am-6 pm from Monday to Friday, although this can vary by industry and company. Some companies still offer extra-long lunch breaks (or ‘siestas’), but the normal length is around one hour.
Working hours are limited to 11 per day and 50 per week, with at least one 24-hour period off per week, and if limits are exceeded then overtime pay must be provided at 1.5 x normal pay.
There are several nationally and regionally recognized public holidays in Mexico. Employees who have to work on these days are often entitled to overtime pay:
| Date | Holiday name |
|---|---|
| 1 Jan Wednesday | New Year’s Day |
| 3 Feb Monday | Constitution Day |
| 17 Mar Monday | Benito Juárez’s birthday |
| 17 Apr Thursday | Maundy Thursday |
| 18 Apr Friday | Good Friday |
| 1 May Thursday | Labor Day |
| 16 Sep Tuesday | Independence Day |
| 12 Oct Sunday | Day of the Race |
| 2 Nov Sunday | All Souls’ Day |
| 17 Nov Monday | Revolution Day |
| 12 Dec Friday | Day of the Virgin of Guadalupe |
| 25 Dec Thursday | Christmas Day |
After one year of employment, workers in Mexico are entitled to 12 days of vacation leave. This entitlement increases by two days for every additional year up to four years of employment, then two days per five years of employment.
Many employers choose to offer more generous vacation allowances, with more senior employees regularly getting 15 or more days per year.
Mothers can take six weeks of paid maternity leave before and after their birth date (12 weeks in total), and fathers can take five days of paid leave. The government covers these payments, and the limit is 2500% of the minimum wage.
It is common for employers to offer additional payments as part of benefits packages.
Termination payments in Mexico are very complex and are made up of a variety of inputs:
If employees are terminated without proper cause, they may also be entitled to a severance payment. In these cases, the employee will receive three months of salary, an additional 20 days for every year of employment, and a seniority bonus of 12 days of salary for every year of employment (at a limit of 200% minimum wage).
In practice, many terminations will result in a severance payment as it is notoriously difficult to prove ‘proper cause’ to the authorities.
Navigating employee terminations and handling severance packages can be complicated for companies expanding overseas for the first time. Horizons’ Mexico EOR can mitigate risk for foreign companies and provide guidance through this process.
Mexico follows a progressive taxation system, with employees paying a higher percentage in tax at higher income levels, with a maximum rate of 35%. Non-residents pay up to 30%.
The corporate tax rate in Mexico is 30%.
Contributions for retirement are unique and difficult to understand. The Mexican Administrator of Retirement Funds (AFOREs) handles retirement and housing accounts for employees, and workers can choose what they want to start funding, then employers will have to contribute a percentage of salary to these funds. The percentages can vary for the type of worker, and AFORE accounts will be automatically assigned by the government if an employee hasn’t chosen an account after one year of employment.
The IMSS provides healthcare coverage for Mexicans, so health benefits are not strictly necessary through employers. However, the healthcare system is known for long wait times and shortages, so it’s fairly common for employers to offer private insurance.
As of January 2024, the minimum wage in most of Mexico is MXN 248.93 (approximately USD 14.50) daily. There is a higher rate in the northern border states which is MXN 374.89 (approximately USD 21.83) per day.
The aguinaldo (or Christmas Bonus) is a yearly bonus, which employees in Mexico are also entitled to at a rate of 0.5 months’ – 1 month’s salary, and sometimes more depending on the employer.
Employers are also required to pay a ‘Vacation Premium’ to employees taking annual leave. The vacation premium is a lump sum paid at a rate of 0.25 times the annual salary, to be paid on employees’ work anniversaries.
Establishing a Mexican benefits package as a foreign employer can be a difficult process, and administrative procedures to follow, complex laws, and language barriers.
A simple solution is to outsourcing your Mexico benefits management to Horizons. We can establish your benefits system quickly and effectively, offering expert guidance along the way so you can focus on a successful expansion operation.
Horizons’ Mexico EOR can provide expert guidance to help simplify the process of expanding into Mexico.
Hire borderless talent with Horizons
With Horizons, you get quick service, transparent pricing, and expert support.
Generally speaking, the terms “Mexico PEO” and Mexico EOR” are used interchangeably.
In most cases, Horizons’ Mexico EOR can hire & onboard your employee within 12 hours. The actual start date of the employee will depend on their notice period obligation to their previous employer as well as any relevant hiring rules in Mexico.
It is possible to get a work visa in Mexico. Horizons’ Global Mobility team is a dedicated team of work visa experts. They assess the details of each case to determine feasibility and costs before Horizons applies for the work visa on behalf of your employee. If the Global Mobility team determines that your case is feasible, the process is smooth and transparent. Visa spots in Mexico are limited, however—get started today to secure your employees’ visa spot.
Holiday Schedule in Mexico [2025]
