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Mexico Employer of Record (Mexico EOR)

Key Takeaways

  • Understanding Mexico’s Employer of Record (EOR) and the role of a legal employer can help businesses navigate Mexican labor laws, regulations, taxes & payroll.
  • An EOR service provides companies with an efficient solution to recruit & manage employees in Mexico while maintaining control over hiring process.
  • When selecting an EOR provider, research their proficiency in local employment laws and compare providers for pricing transparency & secure data protection.

Understanding Mexico’s Employer of Record (EOR)

The Employer of Record (EOR) is a legal entity that assumes responsibility for managing payroll, benefits, and compliance for a company’s employees in Mexico, including public holidays. When a company employs an EOR, it guarantees that its employees are granted all employment rights and benefits as per Mexican employment law.

Drafting a locally compliant employment contract is critical. This should include:

  • Statutory paid maternity leave
  • Annual leave
  • Illness benefits
  • Pertinent tax credits
  • Possible severance pay

EORs provide a cost-effective solution for companies looking to expand into Mexico, as they

The role of a legal employer

A legal employer in Mexico, also known as a Mexico employer, is responsible for maintaining a direct relationship with the employee, assigning work tasks, and overseeing their performance. As an Employer of Record, their duties include managing all Mexico compliance requirements related to employment, such as payroll, taxes, statutory benefits, and employment contracts.

They also act as a local entity to manage processes related to employee termination, such as:

  • mutual consent
  • employer’s will for mercantile insolvency or bankruptcy
  • physical or mental incapacity
  • inability to perform work
  • total permanent disability.

Advantages of using an EOR service

Utilizing an EOR service in Mexico offers several advantages to employers, such as decreased risk, cost efficiency, and streamlined operations. EOR services provide companies with a legally compliant employment solution, which can be especially beneficial for businesses that lack local expertise in Mexican labor laws. Moreover, EORs handle payroll taxes and other legal obligations, allowing companies to focus on their core operations.

When contemplating the use of an EOR service in Mexico, one must be mindful of potential costs, including:

  • Administrative fees
  • Onboarding costs
  • Additional charges for supplemental features
  • Any other extra costs

By thoroughly researching and comparing EOR providers, businesses can find a solution that best meets their needs and budget.

Navigating Mexican Labor Laws and Regulations

Mexican labor laws and regulations, overseen by the Mexican government, are governed by the Mexican Labor Law, the Social Security Law, and the Federal Civil Code. These laws encompass various aspects of employment, including working hours, overtime pay, minimum wage, severance pay, and social security.

Companies seeking to hire employees in Mexico must be well-acquainted with these laws, as failure to comply can result in legal penalties and harm the company’s reputation.

Employment contracts

Employment contracts are of great importance in Mexico, as they create a legal basis for the relationship between employers and employees. They detail the rights and obligations of each party, as well as the conditions of the employment, such as:

  • Job title
  • Job description
  • Salary
  • Working hours
  • Other benefits

There are three types of employment contracts available in Mexico:

  1. Fixed-term contracts: These are typically used for specific projects or temporary needs.
  2. Indefinite contracts: These are suited for long-term employment relationships.
  3. Temporary contracts: These are common for seasonal work or when the employer has a short-term need for additional workforce.

Bear in mind that terminating an employee in Mexico can be a complicated procedure, with stringent regulations dictating the reasons and methods for dismissal. Utilizing an EOR service can help navigate this process and ensure compliance with local labor laws.

Working hours and overtime pay

Mexican labor laws regulate the standard working hours for employees, which are 8 hours per day and 48 hours per week. However, certain collective bargaining agreements may set lower limits, such as 40 or 45 hours per week. Overtime is allowed up to three extra hours per shift, with a limit of three times a week, and is paid at double the regular rate.

Employees in Mexico are also entitled to various mandatory benefits, such as vacation pay, sick leave, and maternity leave. Non-mandatory benefits may include health insurance, life insurance, and other perks.

Employers must familiarize themselves with these regulations to guarantee compliance and uphold their employees’ rights.

Minimum wage, severance pay, and social security

The minimum wage in Mexico is currently 207.44 pesos ($11.54) per day for the general minimum wage and 312.41 pesos ($17.38) per day for the Northern Border Area minimum wage, respectively. Employers must ensure that they are paying their employees at least the minimum wage to comply with Mexican labor laws.

Severance pay in Mexico is calculated according to the employee’s length of service and salary, and employers are obligated to provide it to employees who are terminated without cause. Additionally, employers are required to make social security contributions for their employees, with rates ranging from 24.95% to 33.58%. These contributions are paid to the Mexican Social Security Institute (IMSS).

Hiring Employees in Mexico: Key Considerations

Factors such as probationary and training periods, mandatory and non-mandatory benefits, and private insurance options must be considered when hiring employees in Mexico. These factors play a significant role in ensuring a successful employment relationship and maintaining compliance with Mexican labor laws.

Probationary and training periods

Probationary and training periods are essential aspects of the Mexican employment process, allowing employers to evaluate the appropriateness of an employee for a particular role. The typical probationary period in Mexico is usually no longer than 90 days, although for executive or managerial roles, it can be extended up to 180 days.

During the probationary period, an employee may be dismissed without any liability for the employer. However, if the employee is dismissed after the probation period, the employer must provide a valid reason for the dismissal and adhere to the correct procedures.

Mandatory and non-mandatory benefits

In Mexico, employers are required to provide mandatory benefits such as:

  • Social security
  • Profit sharing
  • Severance pay
  • Vacation time
  • Vacation premium

These benefits ensure that employees’ rights are protected and that employers remain compliant with Mexican labor laws.

Non-mandatory benefits, on the other hand, are not legally required but can help attract and retain talent. Examples of non-mandatory benefits include bonuses, health insurance, and other perks. Offering a competitive benefits package can be a valuable strategy for businesses looking to establish a presence in Mexico and tap into its skilled workforce.

Private insurance and health coverage

Private insurance and health coverage have a significant role in the Mexican employment landscape. The Insurance Contract Law (LCS) regulates private insurance, while the National Insurance and Bonding Commission (CNSF) supervises it. Additionally, the Mexican Social Security system provides healthcare coverage to a significant portion of the population, and private health insurance options are available for individuals who do not qualify for the public programs.

Employers may choose to provide private health insurance options to their employees, which can help attract talent and ensure that employees have access to comprehensive healthcare. Navigating the complexities of private insurance in Mexico can be challenging, but partnering with an EOR service can help ensure compliance and provide guidance on the best insurance options for your workforce.

Tax and Payroll Management in Mexico

Although Mexico offers numerous opportunities for businesses to expand and grow, it also presents challenges when it comes to tax and payroll management. Employers are responsible for withholding and paying income taxes on behalf of their employees, which range from 0% to 35%.

Additionally, employers are required to contribute to social security, with rates ranging from 24.95% to 33.58%.

Employee income tax and social security contributions

Employees in Mexico are required to pay Mexican income tax on their salaries, with rates following a progressive system that ranges between 0% and 35%. In addition to income tax, employees must also contribute to social security, retirement, and housing fund contributions, which are calculated according to their salary.

Employers have a responsibility to withhold and pay these taxes on behalf of their employees, ensuring compliance with Mexican tax regulations. Failure to do so can result in legal penalties and damage to the company’s reputation.

Employer tax obligations

In addition to withholding and paying income taxes for their employees, employers in Mexico have other tax obligations. These include:

  • Payroll tax, which is levied at the state level and ranges between 1% and 3% of salaries
  • A flat ISR (Income Tax) rate of 30%
  • Mexico City, for example, imposes a 3% payroll tax payable by the employer.

Managing these tax obligations can be a complex task, especially for businesses unfamiliar with Mexican tax laws. Utilizing an EOR service can help ensure compliance and simplify the process of managing tax and payroll obligations in Mexico.

Global payroll challenges and solutions

Running payroll in Mexico can be challenging, with the country ranked as the 15th most difficult in the world to manage payroll operations. Challenges include compliance with local labor laws, managing multiple currencies, and ensuring accurate and timely payments.

One solution to these challenges is utilizing an Employer of Record (EOR) service, which can provide companies with the necessary assistance to overcome global payroll complexities in Mexico. EOR services can help with:

  • Legal and tax compliance
  • Payroll processing
  • Employee protection
  • Guidance on Mexican labor laws and regulations

In addition to EOR services, businesses can also leverage technology to automate payroll processes and minimize errors. This can facilitate compliance with local tax regulations, improve efficiency, and reduce the risk of penalties for non-compliance.

By implementing these solutions, companies can successfully navigate the complexities of tax and payroll management in Mexico, allowing them to focus on their core operations and capitalize on the opportunities presented by this growing economy.

How to Hire Employees in Mexico Using an EOR Service

Hiring employees in Mexico using an EOR service provides companies with a legitimate employer of record to manage payroll, benefits, and compliance for their workforce. This allows businesses to outsource the administrative and legal aspects of recruiting and managing employees in Mexico, while still maintaining control over the hiring process.

Choosing the right EOR service provider

Factors to consider when selecting an EOR service provider include:

  • Proficiency in Mexican employment laws
  • Transparent pricing
  • Efficient customer service
  • Quick onboarding processes
  • Compliance with local laws
  • Positive reviews

Furthermore, it’s vital to prioritize data protection and have a Data Processing Agreement (DPA) in place to ensure sound privacy practices and legal protection.

By thoroughly researching and comparing EOR providers, businesses can find a solution that best meets their needs and enables them to successfully navigate the complexities of hiring and managing employees in Mexico.

Onboarding and managing employees

  • To ensure a successful onboarding process, employers should:
  • Provide employees with the relevant paperwork and information
  • Ensure compliance with local labor laws and regulations

Provide employees with required benefits and insurance coverage.

Effective communication is key to managing employee performance, and this includes providing concise instructions, establishing clear expectations, and offering constructive feedback. By maintaining open lines of communication and offering support, employers can foster a positive work environment and ensure the success of their employees in Mexico.


In conclusion, the Employer of Record (EOR) is a powerful solution that enables businesses to navigate the complexities of hiring and managing employees in Mexico. By understanding local labor laws, tax obligations, and employment regulations, companies can ensure compliance and protect their employees’ rights. By partnering with an EOR service provider and leveraging technology to automate payroll processes, businesses can focus on their core operations and capitalize on the opportunities presented by the growing Mexican economy.

Whether you’re already operating in Mexico or planning to expand your business there, using an EOR service can help you navigate the intricacies of the Mexican labor market with confidence. Embrace the challenges and opportunities of this vibrant economy, and unlock the benefits of hiring employees in Mexico with the support of an EOR.


The Employer of Record in Mexico is legally responsible for taking care of all employment aspects, including payroll, taxes, statutory benefits and contracts.

The payroll tax rate in Mexico ranges between 1% and 3%, which is withheld by the employer. Additionally, a federal tax of 30% is applicable on vacation premium exemptions, grocery coupons, and Christmas bonuses.

To legally hire a Mexican employee, a business must open a legal entity in Mexico or partner with an employer of record, obtain certification from the U.S. Department of Labor, then apply for a work visa through U.S. Citizenship and Immigration Services. Additionally, systems must be put in place to comply with Mexican labor and payroll laws, and a comprehensive benefits package should be designed.

In Mexico, a 13th-month salary payment is mandatory and paid by December 20th (Aguinaldo). This bonus is calculated as 15 working days of salary plus an allowance based on a 365-day year.

Mexico's main labor regulations include the Federal Labor Law,

cropped Milly Barker AIV Photo
Article By
Milly is an international lawyer and tech entrepreneur who has advised companies on expanding globally for over 5 years. She is an advocate of remote hiring and regularly consults on future of work matters. Milly founded RemotePad to help employers learn more about building and growing international teams.