Mexico is a country in North America bordered by the United States, Guatemala, and Belize. It has the world's 15th-largest economy by GDP and ranks 5th in the world for natural biodiversity. Mexico’s large economy and population, cultural influence, and steady democratization make Mexico an ideal place to hire remote workers.
Pregnant employees can take up to 12 weeks of paid maternity leave, of which 6 weeks are normally taken before the birth and 6 weeks after. This pay for this leave is split between the employer and social security. Fathers can take 5 working days of paid paternity leave for the birth or adoption of a child.
Employees can take up to 52 weeks of paid sick leave at 60% of their regular salary.
There are 8 public holidays in Mexico, and employees are entitled to a minimum of 6 days of paid time off each year, plus 2 days for year worked at the company. After 4 years at a company, 2 additional days are added every 5 years.
The minimum wage in Mexico is MXN 172.87 per day, and the standard workweek is 48 hours at 9 hours per day (Monday-Saturday). Overtime work is paid between 200%-300%.
There is no at-will employment in Mexico, so employers cannot terminate employment contracts without just cause. Just cause includes fraud, negligence, harassment, and other work offenses.
There is no statutory notice period in Mexico, but Mexican law states that in many circumstances the employer has to provide notice in writing explaining the reasons for dismissal within 30 days of being aware about the misconduct.
In Mexico, terminating an employee without reasonable cause requires severance. The severance payment should comprise three times the regular monthly salary figure plus for those employees with more than 15 years’ service an additional 20 days’ pay for every year of service thereafter.
It is mandatory to pay out a 13th-month salary bonus in Mexico called the “aguinaldo”. It’s paid out in December of each year and equals 15 working days of wages, plus an allowance.
★ 26.54% - Social Security
★ 5.15% - Retirement
★ 5% - National Housing Fund
We've made the process really simple
with only 3 steps.
You've sourced a full-time employee or contractor located in a country where your company is not incorporated.
Pass us the details of your candidate and we will let you know exactly what it costs to employ your candidate in that country.
Sit back and relax as we onboard your new team member and take care of all the local compliances and admin work.
It can be prohibitively expensive to establish an entity in every country you want to hire talent in, so Remofirst will hire and pay your employee on your behalf while you manage their daily duties. Remofirst will handle formal HR procedures and employment contracts that adhere to local laws, so that you can simply approve invoices via our platform. When you work with an Employer of Record (EOR) you can compliantly hire the best employees around the world.
Unlike full-time employees, contractors work on projects with multiple companies at a given time and are technically self-employed. Full-time employees are solely focused on their employer and usually receive benefits (such as health insurance, equity or stock options, and time off) as an additional form of compensation. While it can be cheaper to work with international contractors instead of paying benefits to a full-time employee, you run the risk of misclassification. It's recommended to work with an EOR for contractor onboarding and payments, so you can know that your international contractors are paid compliantly and on time.