Countries › Mexico › Guide › 7. Labor and employment › Telework in Mexico: when the remote work rules apply, the written contract, employer paid equipment and home costs, the right to disconnect and limits on monitoring

Telework in Mexico: when the remote work rules apply, the written contract, employer paid equipment and home costs, the right to disconnect and limits on monitoring

Last verified: 2026-10-26 · Status: Stable

Mexico's telework chapter applies to employees who work more than 40 percent of their time from home or another place they choose, using information technology; occasional remote work is not telework. The employer must put the arrangement in a written contract, provide and maintain the equipment (computer, ergonomic chair, printer), pay the related internet service and a proportional part of electricity, protect data, respect the right to disconnect after hours and register teleworkers with social security. Moving an office worker to telework must be voluntary and in writing, both sides keep the right to return to on site work, and cameras and microphones may be used for monitoring only exceptionally or when the job requires it.

USD conversions use MXN 18.5026 per US dollar, the US Federal Reserve H.10 noon buying rate in New York for 16 October 2026 (FRED series DEXMXUS), the latest observation available when this page was verified. Conversions are for orientation only.

Key facts

Share of working time at home above which the telework chapter applies	40 %LFT art. 330-A, as of 2026-10-26 · in force
Employer bears telecommunications and proportional electricity costs	Yes LFT art. 330-E, section III, as of 2026-10-26 · in force
Statutory right to disconnect for teleworkers	Yes LFT art. 330-E, section VI, as of 2026-10-26 · in force

The rule

1. Scope. Telework is subordinated paid work performed outside the employer's premises, without the need for physical presence, using mainly information and communication technologies for contact and direction. The chapter governs employment relationships carried out more than 40 percent of the time at the worker's home or a place the worker chooses; occasional or sporadic remote work is not telework.Decree adding Chapter XII Bis (telework) to the LFT, DOF 11 January 2021, in force 12 January 2021; Ley Federal del Trabajo (LFT), DOF 1 April 1970 (Chamber of Deputies consolidated text, last reform DOF 14 May 2026), LFT art. 330-A, 2021-01-11 official text · verified 2026-10-26

2. Written contract. Telework conditions must be agreed in a written contract, one copy for each party, containing, in addition to the items of LFT art. 25: the parties' details; the nature of the work; salary, date and place or form of payment; the equipment and supplies provided, including those for health and safety; the description and amount the employer will pay for home services related to telework; the contact and supervision mechanisms; and the schedule, within legal maximums. Telework must be part of any collective agreement or, if there is none, of the internal work rules.Ley Federal del Trabajo (LFT), DOF 1 April 1970 (Chamber of Deputies consolidated text, last reform DOF 14 May 2026), Arts. 330-B, 330-C and 330-D, 2021-01-11 official text · verified 2026-10-26

3. Employer obligations. The employer must provide, install and maintain the equipment needed for telework, such as computers, ergonomic chairs and printers; pay wages on time; bear the costs of telework, including telecommunications services and the proportional part of electricity; keep a record of supplies delivered; protect the security of information and data; respect the right to disconnect at the end of the working day; register teleworkers with mandatory social security; and provide training, especially for workers moving from on site work.
Cost to do it: Equipment, maintenance, internet service and a proportional part of electricity, in the amounts agreed in the contract.
Example: A contract that sets MXN 600 a month for internet and MXN 300 for the electricity share costs the employer MXN 10,800 a year per teleworker, plus equipment. / About USD 584 a year at 18.5026.Ley Federal del Trabajo (LFT), DOF 1 April 1970 (Chamber of Deputies consolidated text, last reform DOF 14 May 2026), Art. 330-E, 2021-01-11 official text · verified 2026-10-26

4. Worker obligations. Teleworkers must look after the equipment received, report the agreed telecommunications and electricity costs, follow the employer's health and safety rules, use the supervision systems, and follow data protection policies.Ley Federal del Trabajo (LFT), DOF 1 April 1970 (Chamber of Deputies consolidated text, last reform DOF 14 May 2026), Art. 330-F, 2021-01-11 official text · verified 2026-10-26

5. Voluntary change and reversibility. A change from on site work to telework must be voluntary and in writing, except for duly proven force majeure, and both parties have the right to return to on site work under the mechanisms, processes and timing they agree.Ley Federal del Trabajo (LFT), DOF 1 April 1970 (Chamber of Deputies consolidated text, last reform DOF 14 May 2026), Art. 330-G, 2021-01-11 official text · verified 2026-10-26

6. Equal treatment and monitoring. Teleworkers must receive equal treatment in pay, training, social security and opportunities compared with on site workers, with a gender perspective that allows reconciling personal life and availability. Monitoring tools must be proportional to their purpose and respect privacy and data protection law; cameras and microphones may be used only exceptionally or when the nature of the job requires it. Labor inspectors check the record of supplies, that teleworkers are not paid less than on site workers with equal or similar functions, and compliance with the chapter.Ley Federal del Trabajo (LFT), DOF 1 April 1970 (Chamber of Deputies consolidated text, last reform DOF 14 May 2026), Arts. 330-H, 330-I and 330-K, 2021-01-11 official text · verified 2026-10-26

7. Health and safety standard. Special health and safety conditions for telework are set by the Ministry of Labor in a Mexican Official Standard (NOM) covering ergonomic, psychosocial and other risks; the decree gave the executive 18 months from its entry into force to publish it.Decree adding Chapter XII Bis (telework) to the LFT, DOF 11 January 2021, in force 12 January 2021; Ley Federal del Trabajo (LFT), DOF 1 April 1970 (Chamber of Deputies consolidated text, last reform DOF 14 May 2026), LFT art. 330-J; decree transitional arts. Primero and Segundo, 2021-01-11 official text · verified 2026-10-26

Item	Requirement	Source
Applies when	More than 40 percent of time at home or a chosen place	Art. 330-A
Contract	Written, with equipment, home service payments, contact and schedule	Art. 330-B
Equipment	Provided, installed and maintained by the employer	Art. 330-E, section I
Home costs	Telecommunications and proportional electricity paid by the employer	Art. 330-E, section III
Disconnection	Right to disconnect at the end of the working day	Art. 330-E, section VI
Switching to telework	Voluntary and in writing; reversible	Art. 330-G
Monitoring	Proportional; cameras and microphones only exceptionally	Art. 330-I

Telework checklist (LFT arts. 330-A to 330-K).

Worked example

A fintech in Mexico City lets its developers work from home four days a week, more than 40 percent of their time, so the telework chapter applies.
Each developer signs a telework contract listing the laptop, monitor and ergonomic chair provided, a monthly payment of MXN 600 for internet and MXN 300 for electricity (MXN 10,800 a year, about USD 584), the contact channels and the schedule.
The company's internal rules include a disconnection policy and limit camera use to scheduled meetings, and developers keep the right to return to the office under the agreed process.

Step by step

1. Identify employees who work remotely more than 40 percent of their time.
2. Sign a telework contract or addendum with each, covering every item of LFT arts. 25 and 330-B.
3. Set the monthly amounts for internet and electricity and deliver and record equipment.
4. Add telework, the right to disconnect and monitoring limits to the collective agreement or internal work rules.
5. Check health and safety conditions of home workplaces under the applicable STPS standard.

Common traps

Hybrid schedules over the threshold. Three or more days a week at home in a five day week exceeds 40 percent and triggers the chapter.
Unpaid home costs. The employer must pay telecommunications and the proportional part of electricity (LFT art. 330-E, section III).
Unilateral moves. Sending staff home permanently without written consent is not allowed except for proven force majeure (LFT art. 330-G).
Always on cameras. Video and microphone monitoring is lawful only exceptionally or where the job requires it (LFT art. 330-I).

Sources

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