Mexico Leave Laws and Holidays

Female employees are entitled to 6 weeks of leave before the expected date of childbirth and 6 weeks thereafter. In cases of adoption, the leave is 6 weeks from the date the child is received.

Expectant mothers are required to notify their employer of the pregnancy and provide medical documentation to schedule maternity leave appropriately.

While essentially guaranteed by law, maternity leave requires formal notification and submission of medical documentation to the employer.

Maternity leave can be extended beyond the standard 12 weeks if there are medical complications, as certified by a health professional.

Maternity leave does not accrue; it is granted per pregnancy event.

There is no carry over for maternity leave as it is event-specific.

Maternity leave benefits are not paid out upon termination, as they are specific to the childbirth or adoption event.

Unused maternity leave does not exist as it is granted based on a specific event and timeframe.

Pregnant employees are protected from dismissal due to pregnancy or during maternity leave, except under exceptional circumstances not related to pregnancy or childbirth.

Employees are entitled to up to 3 days of bereavement leave in the event of the death of an immediate family member.

Employees should notify their employer as soon as possible after the occurrence to arrange for bereavement leave.

Bereavement leave is a right under Mexican labor law, but employees must inform their employer and provide necessary documentation such as a death certificate.

The statutory bereavement leave is fixed at 3 days. Any additional leave may be granted at the discretion of the employer or through specific contractual arrangements.

Bereavement leave does not accrue and is granted as needed per event.

Carryover of bereavement leave is not applicable as it is intended to be used immediately following the bereavement incident.

There is no payout for unused bereavement leave upon termination, as it is intended for use during specific bereavement situations only.

Bereavement leave is not subject to end of year payout as it is granted per specific bereavement incidents.

Bereavement leave is applicable only in the case of death of immediate family members, which typically includes spouse, children, parents, and siblings.

Employees are entitled to 3 days of paid leave for the event of their marriage.

Employees planning to take marriage leave should notify their employer in advance to arrange for the leave, although the law does not specify a minimum notice period.

While marriage leave is a right under the employment law, employees are required to notify their employer about the intended leave.

The law provides for 3 days of marriage leave, and any additional leave would need to be arranged separately with the employer, outside the statutory provisions.

Marriage leave is granted as a one-time entitlement and does not accrue over time.

There are no carry over rules for marriage leave as it is granted as a one-time entitlement.

Marriage leave, being a one-time entitlement, is not paid out at termination if not used.

There is no end-of-year payout for unused marriage leave as it does not accrue.

Marriage leave is intended as a one-time benefit per employee and can only be claimed once during the tenure of employment.

Sick leave is granted based on a doctor’s certification and the specific circumstances of the illness or injury. The duration depends on medical advice and is typically supported by the Mexican Social Security Institute (IMSS).

Employees must inform their employer and provide medical certification as soon as possible to justify the absence due to illness.

Approval is automatic with valid medical documentation; however, the employer may require verification.

Additional sick leave can be granted based on ongoing medical certification without a statutory maximum limit.

Sick leave does not accrue and is granted as needed, based on medical advice and certification.

Sick leave does not carry over as it is granted based on specific instances of illness or injury.

Sick leave is not paid out upon termination since it is only applicable during the employment for specific medical reasons.

There is no payout for unused sick leave at the end of the year as it does not accrue.

Eligibility and duration of sick leave may be subject to verification and certification by the IMSS.

Fathers are entitled to 5 days of paternity leave, which can be taken upon the birth or the legal adoption of a child.

While specific notice periods are not detailed in legislation, it is customary to provide notice as soon as practicable.

Paternity leave is a right; however, employees are expected to inform their employers and coordinate the timing of the leave.

The legal framework does not provide for additional paternity leave beyond the 5 days. Any extension would typically be at the employer's discretion or under specific employment contracts.

Paternity leave does not accrue and is available per occurrence (birth or adoption).

Carrying over paternity leave is not applicable as it must be used specifically at the time of birth or adoption.

Paternity leave is tied specifically to the event of a child's birth or adoption and does not have a payout on termination scenario.

There is no end of year payout for unused paternity leave as it is event-specific.

Paternity leave must be taken in connection with the birth or the adoption of a child and cannot be used at other times.

Employees are entitled to 6 days of vacation after the first year of employment, increasing by 2 days for each subsequent year up to the fourth year, after which the increase is 2 days every 5 years.

Employees typically need to coordinate with their employer to schedule vacation, but there is no statutory notice period requirement.

Vacation dates must be approved by the employer, taking into account the needs of the business.

The law does not provide for additional vacation leave beyond the specified accrual rates.

Vacation leave entitlement begins to accrue after one year of service and continues to accrue annually.

Vacation leave must be used within 18 months of accruing; otherwise, it is lost.

Any unused vacation leave is paid out upon termination of employment.

There is no statutory requirement to pay out unused vacation leave at the end of each year.

In addition to the paid leave, employees are entitled to a 25% premium over their regular salary during their vacation period.

Civic duty leave, such as jury duty or voting, is granted as needed and the duration depends on the requirements of the civic duty.

Employees are required to notify their employer as soon as they are aware of the need to take civic duty leave, providing any official summons or documentation.

Civic duty leave is a legal obligation and does not require employer approval; however, employees must provide appropriate documentation to verify the need for leave.

Additional quota for civic duty leave is not typically applicable as the leave is granted based on the demands of the civic duty.

Civic duty leave does not accrue and is granted as required by the nature of the civic obligation.

Carryover of civic duty leave is not applicable; it must be used for the specific occasion it is granted for.

There is no payout for unused civic duty leave upon termination as it is intended for specific instances of civic participation.

Civic duty leave does not accumulate and therefore does not qualify for end of year payout.

Rules and obligations for civic duty leave can vary greatly depending on the type of duty (e.g., jury duty, voting) and the local laws governing such duties.

Employees are entitled to a minimum of 6 days of annual leave after their first year of service, increasing by 2 days for each subsequent year until reaching 12 days. After the fourth year, the increase is 2 days every 5 years.

The notice period for taking annual leave is not specifically stated in law but should be reasonably negotiated with the employer to ensure both business needs and employee rights are met.

Annual leave requires prior approval from the employer. The scheduling of leave typically considers both the needs of the employer and the preferences of the employee.

Rules for additional annual leave quota beyond statutory requirements are generally determined by employment contracts or collective bargaining agreements, rather than statutory law.

Annual leave accrues on a yearly basis from the date of employment and is based on the employee's tenure with the company.

Mexican labor law does not explicitly regulate the carryover of annual leave; this is typically subject to the employer's policy or any applicable collective agreements.

Upon termination of employment, any unused annual leave must be paid out to the employee.

There is no statutory requirement for the payout of unused annual leave at the end of the year. Any such arrangements would be subject to the terms of employment contracts or policies.

Any additional rules regarding annual leave are generally outlined in the individual's employment contract or applicable collective bargaining agreements.