Hire and pay employees in
Mexico, hassle-free

The minimum wage in Mexico depends on the location of the employee:

• Free Zone of the Northern Frontier (NBFZ): MXN 419.88 per day
• Rest of the country: MXN 278.8 per day

The individual income tax ranges from 1% to 35%. Income tax is calculated according to progressive rates.

The employer cost is generally estimated at 19.15%-28.85% + fixed fees of the employee salary. 

Coûts mensuels

• Occupational Risk Insurance* - 0.50%
• Retirement and Old Age* - 3.150% to 11.875% depending on the employee’s salary
• Retirement Fund* - 2%
• Disability Benefits* - 0.70%
• Disablement and Life Insurance* - 1.75%
• Nursery and Social Benefits* - 1%
• Medical Expenses* - 1.05%
• Infonavit (Mortgage Fund)* - 5%
• Local Tax* - 4%
• Social Security (IMSS)* - MXN 715.5
• Social Security Surplus Fee - 0.97% for salaries higher than MXN 10,318.38 per month for 2025
• Work From Home Allowance: MXN 1000 per month

Annual and One-Off Costs

• Vacation Bonus (accrued monthly): 25% of the value obtained by multiplying the employee's daily salary by their number of vacation days
• Year End bonus/Christmas Bonus accrued monthly - 15 working days of wages for employees with one year of service, pro-rated for employees with less than 1 year of service
• Profit Sharing - 10% of the company's profit in the fiscal year distributed among eligible employees
• One-Time Ergonomic Chair Allowance: MXN 900
• One-Time Work Equipment Allowance: MXN 6,000 (opt out permitted in some circumstances)

*These costs are calculated on the employee’s contribution base salary (SBC). The contribution base salary is indicated during the registration of the employee in the Mexican Social Security Institute (IMSS). The contribution base salary is made up of the payments made for the daily quota, bonuses, perceptions, food, housing, bonuses, commissions, benefits in kind, and any other amount granted to the employee for their services.To determine the social security contributions for both the employer and the employee, the days worked or not worked by the employee and the base contribution salary in each period (fortnightly, monthly, or bimonthly) are considered.

Ces coûts sont des estimations et ne sont indiqués qu’à titre d’information. Pour comprendre le mode de calcul des coûts et frais inhérents aux termes d’un contrat de travail établi dans ce pays, n’hésitez pas à demander un devis à notre service commercial.

• 200% of the hourly rate, the first eight hours of overtime during a week
• 300% of the hourly rate, overtime hours above the first eight hours

Un licenciement doit respecter des règles complexes et la procédure officielle du pays où travaille la personne concernée. Les conditions du départ sont toujours gérées par l’employeur avec les principales parties prenantes. La procédure peut inclure des frais ponctuels et certaines mesures (obligatoires ou recommandées) dans des cas spécifiques de licenciement.

Terminations in Mexico can be complex. There is no at-will termination for employers, and if the termination is without cause, a mutual agreement must be agreed upon. Compliant terminations include:

• Du fait de l’employé
• By mutual agreement: end of year bonus, holidays, and severance must be paid
• À l’expiration du contrat
• Unilaterally by the employer based on:
  • Période d’essai
  • disciplinary dismissal according to the Labor Code (Article 47 LFT)

The employee should not be notified when termination is by mutual agreement until the employer has set up the termination process (calculated severance payment, written the termination letter, and informed HR). A termination must be done within 24 hours, including paying the employee. 

The employer will have to notify the employee and request a wet ink signature of the resignation letter provided by the employee the same day. The employer will have 24 hours to pay the employee severance and benefits accrued.

• 90 days of salary compensation, including payment of employment benefits
• 20 days of salary for each year of services rendered
• A seniority premium, equal to 12 days salary per year worked, including paid vacation, Christmas bonus, and additional accrued benefits

An employee dismissed without just cause has the option to be reinstated to his former job instead of receiving the severance payment.

Pour vous prémunir des risques financiers imprévus liés à un licenciement, Deel prévoit un cumul d’indemnités de départ dans tous les contrats de travail pour ce pays.  Deel possède une grande expérience de la gestion des risques de litige à l’international, et nous calculons le cumul d’indemnités de départ en fonction du droit commun ou des dispositions légales et des meilleures pratiques locales. Si votre employé démissionne ou n’a pas droit à une indemnité de départ, les montants réservés en vertu du contrat et inutilisés vous sont remboursés.

Full-time employees who work for five days per week are entitled to a minimum of 12 days of paid time off (PTO). This entitlement increases annually at a rate of 2 days per year for the first five years up to 20 days; and then 2 days every five years thereafter up to a maximum of 32 days.

Mexico celebrates seven national and one regional holidays based on the employee's location. 

National public holidays include: 

1. Jour de l’An
2. Jour de la Constitution
3. Benito Juárez's Day
4. Fête du travail
5. Independence Day
6. Revolution Day
7. Noël

• Nom
• Date de début
• Durée de l’emploi
• Description du poste
• Conditions de rupture de contrat
• Christmas Bonus
• Beneficiaries, according to article 25 of the Federal Labor Law.