Mexico Employment Guide
Mexico Employment Guide
Mexico is in North America, bordering Guatemala, Belize (south), the US (north), the Gulf of Mexico (east) and the Pacific (west). It has ~130 million people; Spanish is official, and Mexico City is the capital. As Latin America’s 2nd largest economy, its key sectors include manufacturing (notably export-oriented), oil, mining, tourism and agriculture. Labor laws (per Ley Federal del Trabajo) protect wages, hours, leave and social security. Standard workweek: 48 hours (overtime needs extra pay). Salaries are usually monthly (avg. MXN 15,000 pre-tax). Laws cover paid leave and protect temp/contract workers, balancing interests for a fair, flexible labor market.
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Currency
Mexican Peso (MXN, $)
Capital
Mexico City
Official language
Spanish
Salary Cycle
Monthly
Our Employment Guide in Mexico
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Essential Elements of an Employment Contract in Spain
When drafting an employment contract for Spain, it is mandatory to use Spanish, though bilingual versions are acceptable. The contract must be in written form and signed by both parties to be legally binding.
Key components that must be included are:
- Full names of the employer and employee
- Employment start date
- Duration of the contract
- Detailed job description
- Termination conditions
- Christmas bonus details
- Beneficiaries as stipulated in Article 25 of the Federal Labor Law
Understanding the Probationary Period
At SailGlobal, employees are subject to a standard 30-day probationary period. For managerial and specialized technical roles, this period can be extended up to 180 days. Since January 2022, SailGlobal has implemented a policy requiring probationary clauses in all employment agreements.
The probationary period serves as a critical evaluation phase for both the employer and the employee. It allows the company to assess job performance and cultural fit efficiently, while giving the employee an opportunity to determine if the role aligns with their long-term career aspirations. For instance, a multinational company recently avoided a costly mismatch by utilizing a 90-day probation to evaluate a senior project manager's adaptability.
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