Female employees are entitled to 12 weeks of maternity leave in total: 6 weeks before the expected date of delivery and 6 weeks after. At the employee's request and with medical authorization, up to 4 weeks of the prenatal leave may be transferred to the postnatal period (resulting in a 4+8 split).

Maternity leave is paid at 100% of the employee's salary by IMSS (Social Security). In cases where the employee is unable to work following maternity leave, an extension of up to 60 days may be granted at 50% pay.

Fathers are entitled to 5 working days of paid paternity leave at 100% of their salary. This leave is taken following the birth of their child.

When an employee is unable to work due to illness, IMSS provides coverage starting from the 4th day of incapacity. IMSS pays 60% of the employee's registered salary for up to 52 weeks.

In cases of prolonged illness, the coverage period may be extended up to 78 weeks. The first 3 days of sick leave are not covered by IMSS, though some employers choose to cover this gap voluntarily.

Bereavement leave is not mandated by Mexican federal labor law. However, many employers provide bereavement leave as part of their internal policies or collective bargaining agreements.

There is no at-will termination in Mexico. Employers must have just cause to terminate an employee. The burden of proof lies with the employer in any labor dispute.

Valid grounds for termination with just cause include:

• Dishonesty or acts of fraud by the employee
• Violence, threats, or insults against the employer, coworkers, or their families
• Intentional damage to company property or equipment
• Negligence causing serious harm to the workplace
• Intoxication or drug use at work (unless due to a medical condition)
• Immoral acts committed in the workplace
• Revealing trade secrets or confidential information
• More than 3 unexcused absences within a 30-day period

Mexican federal labor law does not mandate a specific notice period for termination by the employer. However, employees who resign typically provide 15 days of notice as a professional courtesy.

When terminating for just cause, the employer must provide written notice specifying the conduct or grounds for dismissal at the time of termination.

When an employee is terminated without just cause, they are entitled to the following severance package:

• Constitutional indemnity: 3 months of integrated salary
• Seniority premium: 20 days of salary per year of service
• Seniority bonus: 12 days of salary per year of service, capped at twice the minimum wage

Additionally, employees are entitled to any accrued but unpaid benefits including proportional Aguinaldo, proportional vacation days, vacation premium, and any other outstanding compensation.

Employees are entitled to a minimum of 12 working days of paid annual leave after completing their first year of service. This entitlement increases by 2 days for each subsequent year of service up to the 6th year.

After the 6th year, annual leave increases by 2 additional days for every 5 years of service. Employees also receive a vacation premium of 25% on top of their wages earned during vacation days.

Mexico observes 7 mandatory statutory public holidays annually. Employees who are required to work on these days must be paid triple their regular daily wage.

Mandatory public holidays include:

• New Year's Day (January 1)
• Constitution Day (First Monday of February)
• Benito Juarez's Birthday (Third Monday of March)
• Labor Day (May 1)
• Independence Day (September 16)
• Revolution Day (Third Monday of November)
• Christmas Day (December 25)

The onboarding process is typically completed within 2-5 business days following client execution of the Statement of Work.

Salaries in Mexico are typically paid on a biweekly basis. Employers are required to provide an Aguinaldo (Christmas bonus) equivalent to a minimum of 15 days' salary, which must be paid by December 20 of each year.

Employees are also entitled to a vacation premium of 25% of their wages earned during their annual vacation period. This premium must be paid before the employee begins their vacation leave.

Written employment contracts are mandatory in Mexico and must be drafted in Spanish. Both parties must retain a copy of the signed agreement. Failure to provide a written contract does not invalidate the employment relationship; the employer bears the burden of proof for all agreed terms.

Essential contract elements include:

• Full name, nationality, and address of employee and employer
• Job description and duties
• Workplace location
• Compensation and payment terms
• Work schedule and hours
• Vacation days and entitlements
• Start date of the employment relationship

Fixed-term contracts are only permitted for specific temporary needs such as seasonal work or replacing an absent employee. Indefinite-term contracts are the standard form of employment.

Probation periods are permitted for up to 30 days for general positions. For management, executive, or specialized technical roles, the probation period may extend up to 180 days.

During the probation period, if the employee is deemed unsuitable for the role, the employer may terminate the relationship without incurring severance obligations, provided all accrued benefits (proportional Aguinaldo, vacation, vacation premium) are paid in full.