Everything your company needs to know about Mexico’s new “Chair Law”

On December 19^th, 2024, a law reform decree was published in the Federal Official Gazette (DOF) in terms of which several provisions of the Federal Labor Law (FLL) were amended; such reform is generally identified as “Chair Law” or “Ley Silla”. This decree came into force on June 17^th, 2025.

The Chair Law seeks to promote worker’s physical wellness, and it regulates, among other aspects, that all companies must implement and install in the workplace sufficient and suitable "chairs" for all workers. All "chairs" must be available throughout the workday, giving relevance to aspects of resting, rather than work tools.

This reform is not only a legal burden or obligation for employers, but it represents an opportunity to improve workers’ health, therefore dignifying the work environment and strengthening the commitment of organizations to occupational health.

As part of the core obligations, this reform includes the following aspects:

• Availability of chairs with backrests; employers must provide sufficient chairs for all workers. This rule applies to any legal entity including commercial, services, or industrial businesses.
• Accessible location: all chairs must be installed in strategic locations in the workplace to facilitate their use both during work and breaks.

This reform prevents employers requesting their employees to perform their duties standing up throughout their entire workday hours.

Likewise, the reform establishes a "grace" period of 180 calendar days as of its entry into force, to allow employers to update their policies and internal regulations, that is, its application will be mandatory as of December 14^th, 2025.

Finally, it is important to mention that the decree provides that the Ministry of Labor and Social Welfare (STPS) must issue administrative rules on occupational risk factors within a maximum period of 30 calendar days upon its entry into force, so once this period has elapsed and the rules have been issued, it is strongly recommended to initiate actions to include such provisions into the internal workplace regulations and policies, since its compliance will be mandatory and subject to verification through inspections or official audit visits by the labor authorities.

We are here to provide any additional information you may need and to respond to your questions or comments. Please do not hesitate to contact us if you require further details or assistance regarding this matter.