Mexico: Digital Platform Work Reform to the Federal Labor Law (Decree of December 24, 2024)

MexicoLegislationApplicable

On December 24, 2024, Mexico published a decree amending the Federal Labor Law (Ley Federal del Trabajo), adding Chapter IX Bis (Articles 291-A to 291-U) to regulate work performed through digital platforms. Warden Watch focuses specifically on the provisions governing algorithmic management and automated decision systems in employment. Article 291-J requires digital platform operators to maintain a transparent, clear algorithmic work-management policy document explaining how algorithms assign tasks, evaluate performance, and make decisions affecting workers. The policy must detail the consequences of customer ratings, instructions, incentives, and penalties, and explicitly bars algorithms from generating discriminatory impacts or endangering worker safety. In addition, Article 291-P guarantees workers human oversight and appeal rights, mandating that reviews of account suspensions, limitations, or terminations be conducted by authorized human personnel rather than algorithms. The reform does not establish independent third-party bias audit mandates or direct statutory obligations on software vendors.

Impact

What this means for HR and vendors

HR and recruitment teams

HR and platform operations teams in Mexico must audit algorithmic task allocation, evaluation, and account-deactivation mechanisms. Organizations must draft an algorithmic work-management policy in clear language explaining scoring, dispatch logic, penalties, and ratings impacts to workers before services commence. Companies must ensure any decision restricting, suspending, or terminating platform access provides written notice and is reviewed by human managers with operational authority to overturn automated outputs. This increases the importance of maintaining auditable dispatch records, performance ratings, and human review logs.

HR technology vendors

Providers of gig-economy dispatch, workforce management, and algorithmic task-allocation software must design platforms to support employer compliance with Mexican labor law. While statutory duties directly bind platform employers as deployers, technology providers face commercial demands to supply clear documentation explaining system logic, dispatch criteria, rating impacts, and parameter weights. Software providers should configure platform architectures to prevent automated account terminations by default, establish human-review workflows for contested account actions, and provide auditable logs of task assignments and connection times.

Key obligations

What organizations need to do

Practical obligation briefings focused on what the requirement is, who it applies to, when it applies and what teams should consider doing.

DeployerTransparency & Notice

Provider Support for Algorithmic Transparency and Oversight

OBLIGATION

APPLIES TO

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Not legal advice

This page is regulatory intelligence only. Organizations should seek guidance from legal counsel before making compliance decisions.

Employment-focused extraction

This may be part of wider regulation. The Warden Watch extracts and displays the parts relevant to employment, HR and recruitment decision-making.

HR and recruitment teams

HR technology vendors

Algorithmic Work-Management Policy and Transparency Notice

Non-Discrimination and Worker Protection in Algorithmic Design

Human Oversight and Appeal Rights for Platform Access Decisions

Automated Dispatch and Connection Recordkeeping

Provider Support for Algorithmic Transparency and Oversight

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