Ending Employment in Mexico: What You Need to Know

How does termination work in Mexico and what severance is required?

In Mexico, employers cannot terminate employees at will. A resignation or justified dismissal requires only the finiquito, meaning accrued pay and benefits. An unjustified dismissal requires severance of three months of integrated salary plus a seniority premium of 12 days per year of service, and 20 days per year if a labor court orders it.

In Mexico, the Federal Labor Law is the cornerstone of labor regulation. It is a law focused on promoting job stability and establishes measures that are often considered not only fair, but also protective and favorable to employees.

It is important to understand that under Mexican legislation, an employment relationship legally exists from the moment a person provides personal, subordinated services to another party in exchange for a salary.

The law presumes the existence of an employment relationship when elements of subordination are present, regardless of whether it is formally documented, generating the corresponding rights and obligations for both parties.

In fact, the absence of a signed employment contract poses a significant risk to the employer. Without a written agreement, there is no formal record of the agreed working conditions or the exact start date of the relationship. This leaves the employer vulnerable to unsubstantiated claims for benefits or conditions that were never actually agreed upon, particularly in the event of a legal dispute over termination.

This is emphasized to clarify that the termination of an employment relationship, whether formalized or not, must comply with the same guidelines established by the Federal Labor Law regarding employment termination in Mexico.

Types of Employment Termination in Mexico

Although Mexican law contemplates different types of employment termination, we will focus on the three main categories: voluntary resignation, justified dismissal, and unjustified dismissal.

Voluntary Resignation:

This is the termination of the employment relationship by the employee’s free decision. There is no legal requirement regarding notice, but a 15-day prior notice is considered standard practice and courtesy.

Justified Dismissal:

This is the termination of the employment relationship carried out unilaterally by the employer with justified cause, without liability. It must be based on serious misconduct by the employee as established in Article 47 of the Federal Labor Law, such as violence, disobedience, or falsification of documents.

Unjustified Dismissal:

This is the termination of the employment relationship carried out unilaterally by the employer without a justified cause established by law or attributable to the employee.

It is important to note that “at-will employment” does not exist in Mexico; an employer cannot terminate a relationship at any time without incurring financial liability unless a specific legal cause is proven.

It is also considered unjustified when the employer terminates the relationship based on a cause for rescission but fails to notify the employee, either personally or through the competent authority, as required by law.

These concepts are highly relevant in Mexico, as depending on the type of termination, different obligations arise that the employer must fulfill upon termination.

What Happens when an Employee Resigns?

The Federal Labor Law establishes that an employee who voluntarily resigns is entitled exclusively to receive Final Pay, commonly known as “Finiquito,” which includes unpaid wages, accrued but unused benefits, and any other outstanding amounts owed.

This payment is not optional, as it represents earnings and benefits the employee has accrued over time but has not yet been paid or has not been able to use.

Final Pay includes:

• Outstanding wages
• Proportional accrued Christmas bonus
• Accrued unused vacation days
• 25% vacation premium
• Outstanding Commissions
• Other outstanding benefits (meal vouchers, bonuses…)
• Seniority premium (in case of 15 years or more of service)

What Happens in Case of an Unjustified Dismissal?

In the case of an unjustified dismissal, the employer is required to pay not only the Final Pay (Finiquito), but also additional Severance compensation (Liquidacion).

Severance is compensation granted to the employee when the employment relationship ends for reasons not attributable to them, such as unjustified dismissal, company closure, or job elimination.

Mandatory Severance consists of three months of integrated salary, a twelve days seniority premium, and in certain cases additional payments depending on the circumstances.

The purpose of the three-month indemnity is to allow the employee to cover expenses and obligations during that period while securing a new job or source of income. It also represents a penalty for the employer for unjustified termination.

Unlike voluntary resignation, this represents a significantly higher financial obligation for the employer, as the law seeks to protect the employee from termination without a valid legal cause.

Severance includes:

• Three months of integrated salary (constitutional indemnity)
• 12 days of seniority premium per year of service
• 20 days per year of service in specific cases after litigation

Severance Calculation Example

Here’s how severance would add up for an employee earning MXN 30,000 per month who is dismissed without justified cause after one year of service.

Concept	Calculation	Amount (MXN)
Daily salary	30,000 ÷ 30	1,000.00
Integrated daily salary (salary + benefits)	31,479	1,049.32
3 months of Integrated salary	90 days × 1,049.32	94,438.36
Seniority premium	12 days × 630.08 (capped at 2 × minimum wage)	7,560.96
20 days per year of service*	20 days × 1,049.32	20,986.30
Mandatory Severance (3 months + Seniority Premium)	3 months + Seniority Premium	101,999.32
Total if ordered by a labor court	+ 20 days per year	122,985.62

This is an illustrative example based on statutory minimum benefits. Keep in mind that severance is paid in addition to the final pay (finiquito), which covers outstanding wages and accrued benefits such as the proportional Christmas bonus, unused vacation and vacation premium.

Severance is calculated on the integrated daily salary, not the base salary alone, as set out in Articles 84 and 89 of Mexico’s Federal Labor Law. This figure combines the employee’s daily salary with the value of their statutory benefits, such as the aguinaldo and vacation premium, which is why it is slightly higher than the base daily salary.

The seniority premium works differently: under Articles 162 and 486 of the Federal Labor Law, it equals 12 days of salary per year of service, but the daily salary used is capped at twice the minimum wage. In 2026, that cap is MXN 630.08 per day (2 × MXN 315.04), so for employees earning above it, the premium is calculated on the cap instead of their actual salary.

Important*: the payment of 20 days per year of service is not automatic. It only becomes mandatory if a labor court orders it after a legal dispute. In practice, most terminations are resolved through a signed settlement agreement, and the final amount depends on the circumstances of each case.

For foreign companies without a legal entity in Mexico, these obligations are typically handled by an Employer of Record in Mexico, which acts as the legal employer and manages terminations in compliance with the Federal Labor Law.

What Happens in a Justified Dismissal?

In the case of a justified dismissal, the final payment follows the same criteria as voluntary resignation, meaning it is essentially limited to Final Pay (Finiquito). (Federal Labor Law, Art. 47)

Although this may seem like a path without the additional cost of unjustified dismissal, it is important to understand that legally proving a justified dismissal is often complex for any company in Mexico.

In practice, an employee will rarely accept the supposedly justified cause, as they know that if it cannot be proven, they may be entitled to significant severance.

What Happens if the Employee Disputes the Dismissal?

Employees who consider they were unjustifiably dismissed have up to two months to seek a conciliation agreement with the employer, either privately or through the mandatory pre-judicial conciliation process before the competent authority.

If the conciliation process is not successful, the case will proceed to litigation, where the burden of proof rests entirely on the employer.

This means that even if the employer believes it has evidence that the employee incurred a cause for dismissal without liability under the Federal Labor Law, it is necessary to present solid evidence, go through a legal process, and wait for a ruling.

These procedures may take several months, exceeding twelve in some jurisdictions. If the final decision favors the employee, legal and expert witness costs will have accumulated, and the employer will be required to pay severance, in addition to back pay covering the duration of the process, up to a maximum of twelve months.

Reinstatement of the employee is another option, although it is not one of the most commonly used.

Conciliation: The Most Common Way to Settle

Considering this scenario, which is not uncommon, one of the most frequently used paths when there is a justified cause but litigation is to be avoided is conciliation.

Labor authorities themselves provide this option through their conciliation centers, offering mechanisms through which either the employer or the employee may initiate a conciliation process to reach a mutually beneficial settlement.

Any agreement reached will be validated by the labor authority, closing the case and preventing future claims.

This is often a convenient option not only for the employer, but also for the employee, as it avoids the burden of a legal dispute.

The feeling of frustration and unfairness in having to negotiate with an employee who has incurred legitimate causes for dismissal is common among Mexican companies; however, it is often the least burdensome alternative both financially and emotionally.

Why Mexican Labor Law Protects Employees

Finally, it is worth recognizing that these rigid, paternalistic regulations were established as a fundamental safeguard for employees. In practice, the law’s protective stance serves as a necessary counterbalance to the abusive tactics used by some companies to fabricate grounds for dismissal and evade severance obligations.

Understanding this context helps explain why the legal framework remains so strictly favorable to the worker, reinforcing why conciliation—despite the frustration it may cause—is often the most pragmatic and certain path for a business to follow.

---

Hire and terminate in Mexico without legal risk

Umanium is a local Employer of Record with its own Mexican entity, ranked the #1 local provider and Top 4 overall in Employsome’s 2026 ranking of EOR providers in Mexico. We manage the full employee lifecycle, from onboarding and payroll to severance and conciliation, so your team in Mexico stays compliant from day one.

or estimate your employer cost