Mexico’s ‘Chair Law’ (‘Ley Silla’) to Roll Out in 2025: Key Insights for Employers

The Chair Law of Mexico (Ley Silla) appeared in the Official Federal Gazette on December 19, 2024. 180 days from this date, employers can comply with the law. The law establishes specific requirements that must be adhered to remain compliant.

Mexico's new law, called Ley Silla or Chair Law, is a law that was recently added to the Federal Labor Law, and it intends to enforce higher standards in the domestic workplace. This law requires employers to furnish adequate seats and allocate rest breaks, especially for workers who are required to stand for long periods.

The amendment includes the following main provisions:

Seating and Rest Areas: For workers, employers must provide them with chairs that have backrests. If this is not possible, explicit rest areas have to be created mostly in service, commerce, and industrial zones.

Prohibition of Prolonged Standing: Employers do not allow their employees to remain standing for the whole of their workday unless it is a matter of health or the employee’s task requires it.

Updating Internal Work Regulations: Employers must update internal work regulations to specify when workers should chair, the length of breaks, and the conduct of disciplinary procedures.

Implementation Deadlines: The law commences after the lapse of 180 days from the day it is published, and 180 days are provided to the employers to make the necessary modifications to their work style.

Complementary Standards: The Ministry of Labor shall issue additional standards to regulate occupational risks within 30 days from the date of the commencement of the reform.

The application of time off aims for work-life balance enhancement and productivity through reducing problems, such as varicose veins and muscle soreness. It is upon the companies to measure its effect and address it according to the requirement.

Overview of the Chair Law and Key Employer Obligations 

• Guarantees on the number of chairs required with back-supported rests for employees are met.
• Stipulate that employees are allowed to periodically, during their shifts, get off their feet to sit on backrest-supported chairs so that they are not standing the whole day.
• Outline the provision of basic breaks for the use of chairs and periods of rest in the company’s in-house working rules.
• Standing for a very long time is also detrimental to one’s health, so this is why the employees need to be instructed.

The Chair Law has a broad frame of reference because it probably applies to all employers, no matter the industry, but it seems to focus on the service and retail sphere. In case standing for a long time is going to be injurious to the employees, then yes, a sitting goal has to be in place with breaks in the middle whenever practically possible.

There remains some ambiguity regarding how the Secretary of Labor will implement the law and how it will be followed up and supervised. More clarity is expected once the law is rolled out and the first rounds of compliance reviews are carried out.

Enforceability and Penalties for Noncompliance

Once the 180-day period elapses, the Chair law shall be in full force and effect, and the Secretary of Labor and Social Welfare shall be vested with the power to check compliance by employers.

In cases of noncompliance, fines will be triggered and will range from 250 to 2,500 times the Mexican Measurement and Updating Unit (UMA), equivalent to amounts from $27,142.50 to $271,425.00 Mexican pesos ($1,344.80 to $13,448.02 USD).

The Chair Law has made it possible for service and retail workers to enjoy peaceful working conditions. When proper seating and reliefs are provided, an employee's health is improved, which increases output. It is important for organizations to review their policies promptly and to address the requirements promptly to enhance the atmosphere and effectiveness of the workplace.

Mexico’s "Chair Law" brings important changes for employers, focusing on employee health and workplace efficiency. Let’s discuss in the comments how businesses can responsibly prepare for these upcoming adjustments in 2025.

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