Indefinite-Term Individual Employment Contract + Probation Period (Contrato Individual de Trabajo por Tiempo Indeterminado + Periodo a Prueba)

INDEFINITE-TERM INDIVIDUAL EMPLOYMENT CONTRACT + PROBATION PERIOD (CONTRATO INDIVIDUAL DE TRABAJO POR TIEMPO INDETERMINADO + PERIODO A PRUEBA)

Between: ✓Employer (patrón) name (RFC: Employer RFC), the "Employer" (Patrón), and: ✓Employee (trabajador) name (CURP: Employee CURP), the "Employee" (Trabajador).

1. LEGAL BASIS AND WRITTEN FORM 1.1. This contract is governed by the Ley Federal del Trabajo (LFT). Under Articles 24–25 LFT, the working conditions must be set out IN WRITING, in two (2) identical copies — one for each party. 1.2. ⚠️ Under Article 26 LFT, the absence of a written contract is attributed to the FAULT OF THE EMPLOYER, not the employee, and does not deprive the employee of any labour rights. 1.3. Position (puesto): Position (puesto). Place of work: Place of work (lugar de trabajo). Working hours (jornada): Working hours (jornada).

2. ⚠️ IMSS REGISTRATION (ALTA PATRONAL / ALTA DEL TRABAJADOR) 2.1. Under Article 15, Ley del Seguro Social, the Employer must register ✓Employee (trabajador) name (NSS: Employee NSS (IMSS)) with the Instituto Mexicano del Seguro Social (IMSS) WITHIN 5 (FIVE) BUSINESS DAYS of the start of work — Start date — ideally before the employee's first day. Registration also triggers the corresponding INFONAVIT housing-fund contributions.

3. COMPENSATION AND PAYMENT 3.1. Salary (salario): Salary (salario). 3.2. Payday and place of payment (día y lugar de pago): Payday and place of payment. Each payment must be documented through a stamped CFDI de nómina (coordinate with your contador).

4. ⚠️ PROBATION PERIOD (PERIODO A PRUEBA) — ARTICLE 39-A LFT 4.1. Probation period: Probation period (days) days. Statutory maximum: 30 days for ordinary positions; up to 180 days for managerial, directive and general-management, or technical/ specialised professional positions — and this period may ONLY be agreed in writing. 4.2. During or at the end of the probation period, the relationship may be terminated without employer liability if the employee does not satisfy the requirements/skills for the position, taking into account the opinion of the joint productivity commission (comisión mixta de productividad, capacitación y adiestramiento) where one exists. 4.3. If not terminated, the relationship continues as an indefinite-term contract (contrato por tiempo indeterminado) with the seniority (antigüedad) counted from Start date.

5. TRAINING (CAPACITACIÓN) — ARTICLE 25 LFT 5.1. Training plan (capacitación)

SIGNATURES (2 identical copies, one per party) Employer ______________ / on behalf of ✓Employer (patrón) name / Employee ______________ / ✓Employee (trabajador) name /

— — — ⚠️ This is a boilerplate template, not legal advice. Mexican labour, social-security, data- protection and consumer-protection law (the Ley Federal del Trabajo — LFT — including its Article 47 grounds for rescission, its Article 422–425 Reglamento Interior de Trabajo regime as updated by the "Ley Silla" decree of DOF 19.12.2024 (fully in force since 15.12.2025), and its Article 132-XXXI anti-harassment mandate; the Ley del Seguro Social — IMSS registration (alta) within 5 business days of Article 15; NOM-035-STPS-2018 on psychosocial risk factors; the new LFPDPPP, DOF 20.03.2025, under which the INAI was dissolved in favour of the Secretaría de Anticorrupción y Buen Gobierno; and the Ley Federal de Protección al Consumidor — LFPC) is highly procedural, tied to fixed statutory deadlines (e.g. IMSS alta before/within 5 business days of the start of work, personal delivery of an aviso de rescisión at the moment of dismissal or via the Tribunal within 5 business days, a 30-day limitation period under Article 517 LFT, a 5-business-day withdrawal right for distance sales) and to penalties denominated in UMA (Unidad de Medida y Actualización, re-indexed annually by INEGI), not in salario mínimo. ⚠️ ADDITIONAL CONTEXT TO VERIFY WITH YOUR ADVISORS: (1) the constitutional reform gradually cutting the legal workweek — 2026: 48h → 2027: 46h → 2028: 44h → 2029: 42h → 2030: 40h — was enacted in 2026 and introduces a duty to keep an ELECTRONIC record of working time (registro de jornada); confirm your current schedule and time-tracking compliance; (2) the "Ley Silla" decree is fully in force since 15.12.2025 — confirm your Reglamento Interior de Trabajo has been updated with seating/ rest-period provisions and re-deposited at the CFCRL if amended; (3) the new LFPDPPP (in force since 21.03.2025) is still in a transitional period — subordinate regulations (reglamento) and the practice of the Secretaría de Anticorrupción y Buen Gobierno are still developing; any aviso de privacidad still referencing the defunct INAI must be updated; (4) the 2021 outsourcing reform (REPSE) prohibits labour subcontracting outright and requires any specialised-services contractor (cleaning, security, etc.) to hold a valid REPSE registration, on pain of joint liability and fines of 2,000–50,000 UMA — verify contractor status separately if relevant; (5) CFDI 4.0 payroll stamping (CFDI de nómina), SAT filings and IMSS/INFONAVIT contributions (via IDSE/SUA) are issued through your accountant's (contador) authorised systems and are OUT OF SCOPE for this template — a contador is a de facto mandatory partner for any business with employees. This English text is a DRAFTING AID ONLY. It must be reviewed, translated into Spanish where required for validity/ enforceability, and adapted by a Mexican labour/commercial lawyer (abogado) and accountant (contador) — and checked against current guidance from the STPS, IMSS, the Secretaría de Anticorrupción y Buen Gobierno, PROFECO and the applicable Centro de Conciliación — before use.