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How to Hire Workers in Mexico | Employer of Record (EOR) in Mexico

Looking to establish your business in Mexico? Our EOR services provide expert guidance on local employment regulations, ensuring a smooth entry into this market. We handle all aspects of local employment, from managing payroll to navigating complex labor laws, allowing you to focus on your core business. With our support, you can confidently expand your business into Mexico, knowing that you have a trusted partner managing your international employment needs.

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Mexico, known for its rich history, vibrant culture, and strong economy, is an attractive destination for businesses looking to expand internationally. TCWGlobal serves as your trusted partner in navigating the complexities of hiring in Mexico, offering comprehensive solutions for building your contingent workforce.

With a population of over 130 million people, Mexico boasts a large and diverse workforce. From the ancient ruins of Teotihuacan to the bustling streets of Mexico City, the country offers a unique blend of culture and history.

When expanding your business into Mexico, compliance with local regulations is crucial. TCWGlobal, as your employer of record, ensures that your contingent workforce is fully compliant, minimizing risks for your organization.

In addition to compliance, TCWGlobal provides personalized services tailored to your specific needs. Whether you require assistance with payrolling management, benefits administration, or any other aspect of HR, our team is dedicated to supporting you.

Partnering with TCWGlobal guarantees a seamless and successful expansion into Mexico. Our expertise and local knowledge make us the ideal partner for businesses looking to establish a contingent workforce in this dynamic market.
Fixed-Term Contracts

Fixed term contracts are allowed for temporary or seasonal work. Training contracts are permitted for up to 3 months.

Probationary Periods

Employment relationships for an indefinite term or any other term (except for initial training) exceeding 180 days can be subject to a probation period which, generally, should not exceed 30 days. However, a probation period of up to 180 days can be agreed for the same three scenarios described above (managerial/direction positions, administrative/direction positions of a general nature, or specialized technical or professional activities).


Mexico currently recognizes 7 paid public holidays. Workers who work on a holiday are entitled to double-pay.


After one year of service, Workers are entitled to paid vacation as follows: After 1 year: 12 days After 2 years: 14 days After 3 years: 16 days After 4 years: 18 days After 5 years: 20 days From the sixth (6) year on, the vacation entitlement will increase by two days every five years. In addition to regular salary and benefits, Workers are entitled to a vacation premium during the vacation period equal to 25% of the Worker’s base salary.

Sick Leave

Workers are entitled to 52 weeks of paid sick leave when certified by the Instituto Mexicano del Seguro Social (“IMSS”). During that period, employers are only liable for the retirement portion of social security contributions. If the Worker remains incapacitated at the end of that period, the contributions cease and the employment relationship terminates.

Working Hours

Standard working hours are typically 8 hours per day, 6 days per week (Monday through Saturday). Workers must be provided with a rest period of at least 1/2 hour during their work shift.Normal working hours are 8 hours per day, 6 days per week, Monday - Saturday.


Workers are entitled to 2x of their ordinary rate for overtime work in excess of 3 hours per day not exceeding 9 hours per week. After 9 hours of overtime, Workers are entitled to 3x of their ordinary rate.

Mandatory Bonuses

At the end of the year, each December, Workers will receive a payment equal to 15 days of their normal wage as a Christmas bonus.


Notice is not required to terminate a Worker in Mexico unless notice has been agreed to between the Worker and the company. However, just cause is required and must be communicated to the Worker and/or the Labour Board or the termination will be deemed unjustified. A Worker terminated without just cause may be entitled to reinstatement or severance. The parties may terminate the employment contract by mutual agreement, generally with some form of compensation to the Worker.

How an EOR Can Help You Win Fast

TCWGlobal stands unmatched as the leading employer of record service provider. Our global reach, expertise in diverse industries, and commitment to client satisfaction makes us the best choice. Looking for a global employer of record or international payrolling partner that will work with you and not for you? Trust TCWGlobal. We are here for you.

Common Pitfalls in Choosing an EOR

When choosing an Employer of Record (EOR) service, people often make mistakes such as overlooking compliance, global reach, technology integration, company experience, and fee transparency. Watch this video to see what to consider when picking an EOR.