Updated on November 10, 2026.
The reform does not require the purchase of a time clock; it requires the electronic recording of working hours. The Federal Labor Law (LFT) has mandated this since May 1, 2026 (Article 132, Section XXXIV): recording the start and end times for each worker, without specifying the technology. The STPS (Ministry of Labor and Social Welfare) regulations that will determine who is subject to this requirement are effective from January 1, 2027, to November 10, 2026, but have not yet been published.
Is a time clock mandatory in Mexico?
What became mandatory is the electronic recording of working hours, not a specific device. The decree amending the Federal Labor Law, published in the Official Gazette of the Federation on May 1, 2026, added section XXXIV to Article 132, the first paragraph of which reads:
"XXXIV. Electronically record the working hours of each employee, including the start and end times; and provide this information to the authorities when required."
The decree doesn't mention any specific technology: no time clocks, fingerprint scanners, apps, or GPS. It simply requires electronic record-keeping, per person, with start and end times, and that this record be available to the authorities upon request. If in your business "time clock" means a clock on the wall, the short answer is: the law doesn't require it. If it means "an electronic record of entries and exits," then yes, that's what the law already mandates.
| What the law does say | What it doesn't say |
|---|---|
| That the registration be "electronic" | What device or software to use |
| Let it belong to "every working person" | Which company sizes it applies to: that's decided by the STPS |
| Including the "start and end times" | That it requires using fingerprint, face, or continuous location services |
| That he be handed over "to the authorities when required" | An official format or a periodic mailing |
| That "it will constitute full proof if it is proven that it was agreed" with the worker | That technology provides evidentiary value: that is provided by the agreement with the worker |
The full article, with its text and a table showing how each obligation is demonstrated, is available at Article 132, section XXXIV of the LFT.
Since when is it mandatory?
This is the origin of the confusion surrounding the "mandatory time clock in 2027". The transitional provisions of the decree mark three stages:
- May 1, 2026. "This Decree shall enter into force on May 1, 2026" (Transitional Provision One). The obligation to register already exists from that date.
- From May 1 to December 31, 2026. A period that "will allow workers and employers to adjust work processes to the terms of this Decree" (Third Transitional Provision).
- January 1, 2027. The general provisions of the STPS come into force, which will determine "the scope and exception" of the obligation (fifth transitional provision).
Therefore, "mandatory time clock in 2027" is an oversimplification. The exact formula is different: the law already requires registration; the STPS (Ministry of Labor and Social Welfare) regulations that define who is required to register and with what exceptions will be in effect from January 1, 2027. The complete overview is in the guide. electronic recording of working hours in Mexico.
Who does this apply to?
To "the obligated employer," which is the expression used in the fine of article 994, section IV Bis. Who is obligated will be determined by the provisions of the STPS; the law does not specify company sizes, lines of business, or regions.
What the STPS (Ministry of Labor and Social Welfare) has said in an interview is how it plans to implement the system. Alejandro Salafranca Vázquez, head of the STPS's Decent Work Unit, told El Economista on May 28, 2026, that "the guidelines for electronic registration will be established over the next four years, prioritizing large and medium-sized companies first," and that "exceptions are still being evaluated." This is a statement, not a published rule: it's not accurate to say that every employer will be required to register starting January 1, 2027, nor that a small business will be excluded.
What has the STPS said and what remains to be defined?
| Issue | What the STPS has said (interview with El Economista, May 28, 2026) | State as of November 10, 2026 |
|---|---|---|
| Gradualness | The obligation would be implemented "gradually, in the same way as the reduction of working hours," over "the next four years." | No published rule |
| Who first | "giving priority first to large and medium-sized companies" | No published definition of what constitutes large or medium for these purposes |
| Exceptions | "Exceptions are still being evaluated"; some workplaces could be fully or partially exempted | No list published |
| Date of the provisions | The STPS expected to "have the provisions ready by this fall," developed "through social dialogue." | Unpublished |
| Inspections | Salafranca "ruled out a wave of inspections" and said that "companies will be given a deadline for implementation." | No deadline published |
As of this writing (November 10, 2026), the STPS (Ministry of Labor and Social Welfare) had not yet published the general provisions. On November 3, 2026, El Imparcial and Publimetro reported that companies are still awaiting these rules; El Imparcial's article does not cite any STPS officials, and Publimetro's indicates that the agency has yet to explain how to comply. We continue to follow this story in STPS provisions for recording working hours, which we will rewrite on the day they are published.
Is a fingerprint clock, an app, Excel, or paper sufficient?
The law only requires that the record be electronic; for it to constitute full proof, it must also be demonstrated that it was agreed upon with the worker. Based on this criterion, each method is classified as follows (the third column is our interpretation).
| Half | Is it "electronically"? | What to check before trusting him |
|---|---|---|
| Paper list | No | It does not comply with the letter of article 132; as an attendance control it remains subject to article 804 |
| Spreadsheet | Yeah | Anyone can edit it without a trace; the time is written by whoever captures it, and there is no worker consent. |
| Fingerprint or face time clock | Yeah | The law does not require biometrics; it is necessary to ensure reliable timekeeping, complete export, and agreement with the worker, and to assume the handling of biometric data that the law does not require. |
| App on the worker's cell phone | Yeah | Server time, verified identity, intact original, saved acceptance, and free export |
The criterion is not the device. It's five things: reliable time, one record per person with start and end dates, an original that is not edited, agreement from the accredited worker, and exportability for delivery upon request.
What happens if I don't register?
Two different things. Before the authorities, the fine under Article 994, Section IV Bis: "From 250 to 5,000 Units of Measurement and Update (UMA), for the obligated employer who fails to comply." With the 2026 UMA (1,511,731 pesos daily, INEGI), this translates to between 1,529,327.50 and 1,586,550.00 pesos; the pesos change every February. Details in fines for not recording working hours.
When a worker files a claim, the burden of proof—Article 784 of the Federal Labor Law—rests with the employer regarding absences and regular and overtime hours "when the latter does not exceed nine hours per week." If the employer fails to provide attendance records (Articles 804 and 805), the facts alleged by the worker in their claim are presumed true, unless proven otherwise. This is not under the jurisdiction of the Ministry of Labor and Social Welfare (STPS).
What should be done while the STPS publishes?
Don't wait. The 2026 adjustment period exists for this purpose, and a log that's already working in January serves as evidence from day one. Before spending money on equipment, review the five criteria in the table above: what they'll ask for in an inspection or in court is the log, not the clock's invoice. Even if your business's deadline is later, the log serves as evidence starting today if someone claims hours worked.
How Aurora Check-in solves it
Aurora Check-in is Aurora Inbox's free electronic time and attendance service for employers in Mexico: the employee clocks in and out from their cell phone, without installing anything, and the employer keeps evidence with the server time that cannot be edited or deleted.
No device needs to be purchased. The employee receives a link via WhatsApp (or SMS if that fails), confirms their phone number with a code, accepts the registration, and creates a PIN; no email or tax ID is required. Each clock-in saves the server time, device, and location at that moment, and the original record is never modified: a correction is a new record with a reason that the employee either accepts or disputes. For those without a phone, a tablet or the supervisor's phone functions as a kiosk with a PIN, and a QR code that changes every 30 seconds can be placed at the entrance. No fingerprint or facial recognition is needed; the location is read automatically upon clocking in. Free, with no minimum number of employees.
How it works, step by step, is on the page of Aurora Check-in.
Frequently Asked Questions
Do I need to buy a time clock by 2027?
No. The law requires an electronic record of each employee's workday, including start and end times, and does not specify any particular device. A record from the employee's cell phone, with the server time and confirmed phone number, fulfills the requirements of Article 132, Section XXXIV.
Does the time clock have to be fingerprint-based?
No. The decree doesn't mention biometrics. What gives the record probative value isn't the fingerprint, but rather "proof that it was agreed upon between the employee and employer." An employee who confirms their phone number and agrees to the registration provides proof of that agreement without providing any personal data.
Does this apply to me if I have few employees?
The law doesn't specify company sizes; that will be determined by the STPS (Ministry of Labor and Social Welfare) regulations, which take effect on January 1, 2027, and hadn't been published as of November 10, 2026. The STPS has stated that it will begin with large and medium-sized companies and that exceptions are still being evaluated. Even if your business is affected later, your registration serves as proof of your business status starting today.
What exactly changes on January 1, 2027?
Two things from the same decree. The provisions of the STPS regarding registration (fifth transitional provision) and the reduction of the maximum ordinary workday from 48 to 46 hours per week (second transitional provision) come into effect.
Why is Aurora Check-in free?
Aurora Inbox offers other products for businesses, and we'd love for you to learn more about them. Registration, reporting, exporting, and storage are free and will remain so.
Sources
- Official Gazette of the Federation, Decree reforming, adding to, and repealing various provisions of the Federal Labor Law regarding the reduction of working hoursMay 1, 2026.
- Chamber of Deputies, Federal Labor Law, current text, last reform published in the DOF on May 14, 2026 (articles 784, 804 and 805).
- INEGI, Press release 1/26, UMA values effective from 1 February 2026January 8, 2026.
- The Economist, "STPS anticipates gradual implementation of electronic recording of working hours"May 28, 2026.
- The Impartial, "Mandatory time clock in Mexico: Companies await STPS regulations for recording working hours in 2027, but academic issues warning"November 3, 2026.
- Publimetro, "Mandatory time clocks at work by 2027? STPS has yet to explain how to comply with the new rule"November 3, 2026.
This article provides general information and is not legal advice. For specific cases, consult an employment lawyer.
