Internal Work Regulations (Reglamento Interior de Trabajo)

INTERNAL WORK REGULATIONS (REGLAMENTO INTERIOR DE TRABAJO)

Work centre (centro de trabajo): Work centre (centro de trabajo) name Effective date: Effective date

1. LEGAL BASIS 1.1. Under Articles 422–425 of the Ley Federal del Trabajo (LFT), this Reglamento Interior de Trabajo is mandatory and must be drafted by a joint commission of representatives of the employer and the workers (comisión mixta): Joint drafting commission (comisión mixta). 1.2. ⚠️ It must be DEPOSITED at the Centro Federal de Conciliación y Registro Laboral (CFCRL) — deposit date: Deposit date at CFCRL — and displayed in a visible place at the work centre. Disciplinary sanctions grounded in this Reglamento are UNENFORCEABLE if it is not deposited and posted.

2. SCHEDULES AND PAYDAYS 2.1. Schedules (horarios): Schedules (horarios de trabajo) 2.2. Paydays (días de pago): Paydays (días de pago)

3. DISCIPLINARY MEASURES AND LEAVE 3.1. Disciplinary measures (medidas disciplinarias): Disciplinary measures (medidas disciplinarias) 3.2. Leave/permits (permisos): Leave/permits (permisos)

4. ⚠️ REST PERIODS AND SEATING (LEY SILLA) — ARTICLES 132-V, 133-XVII bis LFT 4.1. Under the decree published in the DOF on 19.12.2024 and fully in force since 15.12.2025, the employer must provide a sufficient number of seats WITH A BACKREST for workers in trade and services and may not require workers to remain standing throughout their shift; periods of seated rest must be described here: Rest periods and seating (Ley Silla — pausas y asientos con respaldo)

5. SAFETY AND HYGIENE 5.1. Safety and hygiene (seguridad e higiene)

Approved by the comisión mixta and deposited at the CFCRL. Employer representative ______________ Workers' representative(s) ______________

— — — ⚠️ 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.