Will the 40-Hour Workweek Reduction Be Approved in 2025?

will be presented this 2025, but its approval would be pending until 2026. What she did reveal is that negotiations are progressing in parallel with the agreement to define the minimum wage increase for 2026, which could also be announced in the coming weeks.

When Will the Workweek Reduction Reform Be Presented?

During the “La Mañanera del Pueblo” conference, the president detailed that the initiative is in its final construction phase. The delay is due to the expectation that it will arrive in Congress backed by a consensus among business owners, workers, and union representatives.

These were the key points of the announcement: -The initiative will be made public before the end of the year. Sheinbaum announced that the final text will be presented in the coming weeks, once the conciliation phase among sectors concludes. -Its approval could materialize as late as 2026. “We want it to be presented this year, but perhaps its approval will extend until next year’s session,” stated the president. -The goal is to replicate the model of previous agreements. The president recalled that reforms such as outsourcing and pensions moved forward through consensus, and that is the path she seeks to follow. -The Secretary of Labor, Marath Baruch Bolaños López, is leading the negotiation. Since May, dialogue tables have brought together business chambers, unions, and specialists to define an orderly transition scheme.

Why Does the Reform Propose a Gradual Reduction of the Workweek?

Although the original proposal, presented in 2023, pushed for a direct transition to 40 hours, the federal government is now opting for a staggered implementation that allows companies and workers to adapt without abrupt impacts. The new approach establishes that: -The reduction will be gradual from 48 to 40 hours. -Full salaries will be maintained. -Two days of rest will be granted for every five days worked. -The transition will take five years, starting in 2026.

Proposed Reduction Schedule:

-2026: 46 hours per week -2027: 44 hours -2028: 42 hours -2029: 41 hours -2030: 40 hours “We want to advance to 40 hours, but also to continue increasing salaries; it shouldn’t be one at the expense of the other,” said the president. In other words, the reduction does not substitute the governmental commitment to continue increasing the minimum wage, which also remains under negotiation.

Will the Workweek Reduction Affect Salaries?

One of the most recurrent concerns among workers is whether the reduction in working hours will impact their income. In this regard, the president assured that there will be no salary impact.

This means: -The reduction of hours does not imply a decrease in weekly or monthly pay. -Operational adjustments will be the responsibility of companies, not workers. -The Ministry of Labor and Social Welfare (STPS) will support the process, generating guidelines, schedules, and adaptation measures.

How is Work Currently Structured in Mexico?

To understand the magnitude of the change, it is essential to analyze the current system. According to the Federal Labor Law (LFT), there are three types of workdays in Mexico: -Day shift -From 6:00 to 20:00 hours -Maximum: 8 hours -Night shift -From 20:00 to 6:00 hours -Maximum: 7 hours -Mixed shift -Combines day and night periods -The night period must not exceed 3.5 hours -Maximum: 7.5 hours Currently, most formal workers maintain a 48-hour workweek—one of the longest in Latin America—despite international standards recommending between 35 and 40 hours.

This explains why the reduction of hours is part of a broader labor improvement process, which includes: -Historical increase in the minimum wage -Outsourcing reform -Improved vacation (2023) -Consolidation of collective labor rights

What Steps Remain for the Workweek Reduction to Be Approved?

Although consensus is progressing, several key steps still need to be completed: -Formal presentation of the initiative. This is expected to occur before December. -Opinion from joint congressional committees. Here, its constitutionality, economic impact, and operational viability will be evaluated. -Discussion in the Plenary of the Chamber of Deputies. -Discussion in the Senate. -Approval by at least 17 state legislatures. As a constitutional reform, it must be supported by a majority of the states. If these steps proceed smoothly, approval could occur during 2025, with implementation beginning in 2026.

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