Mexico's remote work law, explained for employers.

When do the telework rules apply?

Article 330-A defines telework as subordinate work done away from the employer's premises, mainly through information and communication technologies. The chapter applies when the work happens more than 40% of the time at the employee's home, or at a place the employee chooses.

Work done occasionally or sporadically from home is not telework under the law. A fully remote role is clearly covered; a hybrid role depends on how its time is split.

What goes in the written agreement?

Article 330-B adds these items to the regular employment contract required by article 25:

• Name, nationality, age, sex and address of both parties.
• The nature and characteristics of the work.
• The salary amount, and the date and place or method of payment.
• The equipment and work supplies, including those tied to health and safety obligations.
• A description and amount of what the employer will pay for services at the employee's home.
• How contact and supervision will work, and how long the working hours are and how they are distributed.

Writing it all down before day one avoids the most common misunderstanding with remote hires: who pays for what. For the offer itself, read how to make a job offer Mexican candidates accept.

What does the employer pay for?

Article 330-E lists the employer's special obligations in telework. The ones that cost money:

• Equipment (fraction I). Provide, install and maintain what the job needs, such as computers, ergonomic chairs and printers.
• Home-office costs (fraction III). Telecom services and the proportional share of electricity.
• Social security (fraction VII). Enrollment in the mandatory regime, like any other employee.

The same article also asks the employer to keep a record of the supplies delivered, to protect the data the employee handles and to offer training so the person can work well remotely. The full cost picture, with statutory benefits, is in what it costs to hire an employee in Mexico in 2026.

What is the right to disconnect?

Fraction VI of article 330-E requires the employer to respect the employee's right to disconnect at the end of the working day. In practice: no messages that expect an answer, and no meetings, after hours. Agree on the working hours in the contract and on the channels your team uses.

Remote employees in Mexico often start without anyone from headquarters around them. How to keep them is in onboarding remote employees in Mexico.

Where does LM Recruitment fit?

We recruit the person. We diagnose the role, compare your offer with similar openings, run the campaigns, screen and interview, and you meet only the finalists. We only fill formal jobs with statutory benefits from a properly registered employer, so the rules on this page are part of every offer we present. When you ask, we support onboarding at no extra cost, on site or remotely.

See how it works on hire remote employees in Mexico.