40-Hour Workweek: What Companies Must Prepare for Starting in 2026
Mexico's 40-hour workweek necessitates a strategic review of operations, productivity, and labor compliance by businesses.
The 40-hour workweek in Mexico will compel companies to review processes, costs, shifts, and control mechanisms. This change presents a transformation in productivity management, leadership, and the fulfillment of labor obligations.
During a session of the Human Capital and Labor Affairs Committee of AMCHAM, Northeast Chapter, specialists analyzed the effects of this transition. Rubí Pérez Ponce, Global Director of Labor Legal Affairs at Grupo Bimbo, shared recommendations for anticipating operational, legal, and organizational challenges. It is important to note, however, that the proposal contemplates progressive implementation between 2027 and 2030.
How Will the 40-Hour Workweek Change Productivity Measurement?
Ponce highlighted that the reduction in hours aims to modify how companies organize work. Therefore, productivity should depend less on time spent at work. Organizations will need to evaluate results, execution times, and contributions per role. They must also identify tasks that consume resources without generating value.
This approach demands more precise measurement of productivity per hour worked. Additionally, it requires clear objectives for each area. The key elements that companies will need to review include:
- Results obtained per hour worked.
- Time allocated to meetings and approvals.
- Repetitive administrative activities.
- Processes that can be
.
- Distribution of responsibilities among teams.
Why Should Companies Start Preparations in 2026?
Ponce indicated that the period planned between 2027 and 2030 provides a window to implement changes in an orderly manner. Nevertheless, companies should not wait until the last moment. During 2026, organizations can review their operational models and identify areas with excessive workloads or unproductive time.
The diagnosis should consider several components:
- Schedules and shift arrangements.
- Critical processes for operational continuity.
- Future staffing needs.
- Hourly production capacity.
- Costs associated with each potential adjustment.
Furthermore, each company will need to assess whether it can maintain its production with fewer weekly hours. Additionally, documenting work hours will be crucial for demonstrating compliance with labor obligations. Companies will need to record arrivals, departures, breaks, and overtime. They will also need to retain reliable information for any audits.
What Processes Should Be Reviewed Before Increasing Staff?
According to Ponce, 2026 offers an opportunity to measure operational efficiency before hiring additional personnel. The first step involves identifying value-generating activities. Subsequently, each area can analyze adjustments to its work methods. Training will also be important, as employees will need tools to maintain results within shorter workweeks.
Which Departments Must Participate in the Transition to 40 Hours?
However, Ponce stated that the transition to the 40-hour workweek is not solely the responsibility of the
department. Legal departments must review contracts, policies, and control mechanisms. Finance will need to calculate costs and investments. Operations will analyze shifts, capacity, and business continuity. Additionally, management must define objectives and responsibilities. Corporate governance will also need to oversee risks related to the transition. This participation will allow for the integration of compliance into business strategy.
AMCHAM, Northeast Chapter, noted that the exchange of experiences will help anticipate labor market challenges. Ultimately, the reduction in work hours represents a structural change for Mexican organizations. Its implementation will require planning, measurement, and operational redesign.
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first appeared on Líder Empresarial.
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