Voluntary Resignation Letter + Final Settlement Receipt (Carta de Renuncia + Finiquito)

VOLUNTARY RESIGNATION LETTER + FINAL SETTLEMENT RECEIPT (CARTA DE RENUNCIA + FINIQUITO)

Employee: ✓Employee name Position: Position Resignation date: Resignation letter date Last working day: Last working day

PART A — RESIGNATION LETTER (CARTA DE RENUNCIA)

1. I, ✓Employee name, hereby voluntarily resign from my position of Position, effective Last working day. 2. Reason (optional): Reason (optional) 3. ⚠️ This letter is only reliable evidence of voluntariness if it carries the employee's OWN HANDWRITTEN SIGNATURE, dated on the actual day of resignation — labour courts routinely reject pre-signed or backdated resignation letters.

Employee's signature (handwritten) ______________ / ✓Employee name / Date: __________

PART B — FINAL SETTLEMENT RECEIPT (FINIQUITO)

4. LEGAL BASIS 4.1. On separation, the employer must pay all amounts proportionally accrued and unpaid, per Articles 79, 80 and 87 of the Ley Federal del Trabajo (LFT).

5. AMOUNTS 5.1. Outstanding wages (salarios pendientes): Outstanding wages (salarios pendientes) 5.2. Proportional aguinaldo (Art. 87 LFT — at least 15 days' salary per full year, due before 20 December, prorated on separation): Proportional aguinaldo (Art. 87 LFT) 5.3. Unused vacation days + 25% prima vacacional (Arts. 79–80 LFT): Unused vacation + 25% prima vacacional (Art. 79–80 LFT) 5.4. Other proportional benefits: Other proportional benefits 5.5. TOTAL FINIQUITO: Total finiquito 5.6. Payment date: Settlement payment date — issue in duplicate, one copy per party.

6. ⚠️ RATIFICATION 6.1. Ratification — ratifying the finiquito before a Centro de Conciliación (CFCRL or the competent state centre) gives it enhanced legal certainty against later challenge; an unratified finiquito remains challengeable by the employee.

SIGNATURES Employer ______________ Employee (receipt acknowledgement) ______________ / ✓Employee 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.