Article 1.

- This Law is of general observance throughout the Republic and governs the relationships of
work included in Article 123.

Article 2.- Dignified or decent work is understood as that in which human dignity and workers' rights are respected.
There is no discrimination of any kind; the worker receives a salary, training, safety, and hygiene.

Article 3.
Work is a right and a social duty; under no circumstances shall work be denied to a person due to any kind of
discrimination, such as: technical origin or sexual preferences.

Article 3 Bis.-

Article 4.- No one can be denied the right to work if they engage in a profession, trade, or industry that
it is adjusted unless the rights of the third party or those of society have been attacked.

Article 5.- The federal labor law is of public order, the rights are the same for all workers and for no
reason can be violated by no authority.

Article 6.- The laws and treaties approved by Article 133 of the Constitution shall be applicable to the worker from the date
of validity.

Article 7.- In every company or establishment, at least 90% of workers must be Mexican; the rest can be.
foreigners not exceeding 10%. It does not apply to directors, administrators, and general managers.

Article 8.- Work is understood as any human activity, whether intellectual or material, regardless of the level of preparation required.
This must be compensated at a value higher than the minimum wage.

Article 9 - A trusted worker depends on the functions performed such as: direction, inspection, supervision.
supervision or personal work of the employer.

Article 10.-Employer is the person who uses the services of one or several workers. If the worker uses the services of others
workers, the boss of the former will also be the boss of these.

Article 11.- Directors, administrators, managers, and individuals who perform functions of direction are considered
representatives of the employer and impose in their relations with workers.

Article 12.- Intermediary is the person who contracts or intervenes in the contracting of another or others to provide services to a
boss.

Article 13.- Companies that hire work to carry it out are not considered intermediaries, but employers.
own elements.

Article 14.- People who use intermediaries for hiring workers have the obligation to provide them with the same
rights and become responsible for the obligations arising from the L.F.T.

Article 15.- Companies that carry out works or services exclusively or mainly for another shall be responsible for the
obligations, rights and conditions of the worker similar to those of the beneficiary company.

Article 15-A. Outsourcing work is one where an employer known as a contractor executes works or provides services with
its workers under its dependency, in favor of a contractor.

Article 15-B. The contract made between the person requesting the services and a contractor must be in writing and
You must ensure that the contractor has the necessary documents and elements.

Article 15-C. The contracting company must ensure that the contracting company complies with safety provisions.
Health and hygiene for the work environment. The above must be legally certified.

Article 15-D. Subcontracting will not be allowed when workers are deliberately transferred from the contractor to the
subcontractor with the aim of diminishing labor rights.

Article 16.- A business is understood as the economic unit of production or distribution of goods or services.
Article 17.- In the treaties referred to in Article 6, their provisions regulating cases shall be taken into consideration.
similar, the general principles that derive from those regulations principles of article 123.

Article 18.- For the interpretation of labor laws, Articles 2 and 3 of the L.F.T. will be taken into consideration.

Article 19.- All acts and actions related to the application of labor regulations will not incur taxes.
some.

Article 20.- The employment relationship is considered to be the provision of personal work that is compensated with a salary.

Article 21.- A contract and the employment relationship is between the person who provides personal work and the person who receives it.

Article 22. Those over fifteen years old may freely offer their services with the limitations established in this Law and
with the authorization of their parents or guardians.

Article 22 Bis.

Article 23. The work of minors under eighteen years of age within the family circle is prohibited in any type of activity that
dangerous to their health, safety or morality, or that affects the exercise of their rights and, with that, their development
integral.

Article 24.- The working conditions must be recorded in writing when there are no applicable collective contracts.

Article 25.- The written working conditions must include terms and information that encompass the rights of the
worker.

Article 26.- The lack of the written document referred to in articles 24 and 25 does not deprive the worker of the rights derived from the
work standards and the services provided.

Article 27.- If the service that the worker must provide has not been determined, they shall be obliged to perform the work that
be compatible with their strengths, abilities, status or condition and be of the same kind.

Article 28.- For Mexican workers outside the Republic, the working conditions shall be recorded in writing and
will contain provisions of article 25.

Article 28-A. In the case of Mexican workers recruited to work abroad, the government of the Mexican Republic...
in charge of safeguarding the rights of workers.

Article 29.- The use of minors under the age of eighteen for the provision of services outside the Republic is prohibited.
exception for artists, professionals, or athletes.

Article 30.- The provision of services within the Republic and at a distance greater than one hundred kilometers will be under provisions
contained in article 28.

Article 31.- Contracts and labor relations are obliged to comply with labor standards, good faith, and equity.

Article 32.- The failure to comply with labor regulations regarding the worker only leads to their civil liability.

Article 33.- Any agreement or settlement, to be valid, must be made in writing and contain a detailed account of the
facts that motivate it and the rights included in it.

Article 34.- For agreements made between unions and employers that may affect workers' rights, it is
they will observe some rules.

Article 35. Employment relationships may be for a fixed term, seasonal, or for an indefinite period.

Article 36.- The designation of a specific work can only be stipulated when its nature requires it.

Article 37.- For a specified time, it is stipulated: to temporarily replace a worker, due to the nature of the work.

Article 38.- The employment relationships for the exploitation of mines that lack minerals can be for a specified period or for a specific task.
determined or for the investment of determined capital.

Article 39.- If the term that was set has expired and the subject of the work still exists, the relationship will be extended for the entire
time that this circumstance lasts.
Article 40.- Workers shall in no case be obliged to render their services for more than one year.

Article 41.- The substitution of employer shall not affect the labor relations of the company or establishment.

Article 42.-Some causes of temporary suspension of obligations are: contagious illness, incapacity, imprisonment.
preventive, worker's arrest, representation of the worker before state agencies, etc...

Article 42 Bis.

Article 43. The suspension referred to in Article 42 will take effect regarding fractions I, II, III, IV, V, VI, VIII.

Article 44.-When workers are called to enlist and serve in the National Guard, the time of service will be considered
in consideration to determine your seniority.

Article 45.-The worker must return to his job: In the cases of sections I, II, IV, and VII

Article 46.- The worker or the employer may terminate the employment relationship at any time for just cause, without incurring in
responsibility.

Article 47.- The following are causes for termination of the employment relationship, without liability for the employer: Deceiving him, The employee incurs,
breaches of probity or honesty, in acts of violence, threats, insults or mistreatment against the employer, their relatives or of
executive management, etc...

Article 48.- The worker may request to be reinstated to the job they were performing, or to be compensated with the amount
three months of salary, this in the cause of unjustified dismissal.

Article 49.- The employer shall be exempt from the obligation to reinstate the worker by paying the compensations that are
they stipulate in this article.

Article 50.- The compensations referred to in the previous article shall consist of those stipulated therein.

Article 51.- Causes for termination of the employment relationship, without liability for the worker: Deceiving the employer, Incurring the
patrón, No recibir el salario correspondiente, Sufrir perjuicios, un peligro grave para la seguridad, Comprometer el patrón,

Article 53.- Causes for the termination of the employment relationship:

Article 54.- If the incapacity arises from a non-professional risk, the worker shall be entitled to receive payment for one month of
salary and twelve days for each year of service or that another job compatible with their skills is granted.

Article 55.-If in the corresponding trial the employer does not prove the reasons for termination, the worker will have rights.
set forth in Article 48.

Article 56. Working conditions are based on the principle of equality and for no reason can they be inferior or have
differences regarding gender, technical origin, sex, pregnancy conditions, etc...

Article 56 Bis.-

Article 57.- The worker may request the Conciliation Board to modify the working conditions when the salary
neither rewarding nor excessive the workday.

Article 58.- Working hours is the time during which the worker is at the employer's disposal to perform their work.

Article 59.- The worker and the employer will set the duration of the work shift, without exceeding the legal maximums.

Article 60.- Types of Work Shifts: Day Shift.- understood between 6 and 20 hours (6 and 8 in the evening)
Nocturna.- 8:20 AM
Mixed - periods of daytime and nighttime work shifts as long as the nighttime period does not exceed 3 and a half hours.

Article 61.- The maximum duration of the workday will be: eight hours for daytime, seven for nighttime, and seven and a half hours for mixed shifts.

Article 62.- To set the work schedule, the provisions of Article 5, section III shall be observed.

Article 63.- During the continuous workday, the worker shall be granted a break of at least half an hour.
Article 64.-When the worker cannot leave work for their meal time, the corresponding time will be
computed as effective work shift time.

Article 65.- In cases of disaster or imminent risk where the lives of workers, the company, and management are in danger during working hours.
Work may be extended for the strictly necessary time to avoid those evils.

Article 66.- The workday may also be extended due to extraordinary circumstances, never exceeding three hours.
daily or three times a week

Article 67.- The working hours in Article 65 will be compensated. Overtime hours will be paid at one hundred percent.
a hundred more than the salary

Article 68.- The extension of extraordinary time that exceeds nine hours a week obliges the employer to pay the
worker the overtime with two hundred percent more of the salary.

Article 69.- For every six days of work, the worker shall enjoy one day of rest.

Article 70.- In jobs that require continuous work, the days on which the workers must work will be agreed upon collectively.
enjoy the weekend rest.

Article 71.- Workers who perform service on Sunday shall be entitled to an additional bonus of twenty-five percent.
one hundred.

Article 72.- When the worker provides services to several employers, they shall have the right to be paid the proportional part of
salary for days off

Article 73.- Workers are not required to provide services on their days off. If this provision is broken, the
The employer will pay the worker a double salary for the service rendered.

Article 74. The following are mandatory rest days: January 1st; The first Monday of February; The third Monday of March; May 1st;
El 16 de septiembre; El tercer lunes de noviembre, El 1o. de diciembre de cada seis años, El 25 de diciembre.

Article 75.- In the cases of the previous article, the workers and the employers shall determine the number of workers that should be
provide their services.

Article 76.- Workers with more than one year of service will enjoy an annual paid vacation period, which
In no case shall it be less than six working days.

Article 77.- Workers providing discontinuous services shall be entitled to an annual vacation period, in proportion
to the number of working days in the year.

Article 78.- Workers must enjoy at least six continuous days of vacation.

Article 79.- Vacation time cannot be compensated with remuneration.

Article 80.- Workers shall have the right to a bonus of no less than twenty-five percent on their wages.
correspond during the holiday period.

Article 81.-Vacation must be granted to workers within six months following the completion of the year of
services.

Article 82.- Salary is the compensation that the employer must pay the worker for their work.

Article 83.- The salary can be set by unit of time, by unit of work, by commission, at a lump sum or in any other way.
way.

Article 84.- The salary is made up of payments made in cash for daily wages, bonuses, etc... any other amount or
benefit granted to the worker for their work.

Article 85.- The salary must be rewarding and never less than the minimum set according to the provisions of this Law.

Article 86.-A equal work, performed in the same position, schedule, and conditions of efficiency also equal, must correspond
equal salary.
Article 87.- Workers shall have the right to an annual bonus that must be paid before December twentieth.
equivalent to fifteen days of salary.

Article 88.- The payment deadlines for wages can never be longer than one week for persons who perform a
material work and a fortnight for the other workers.

Article 89.- To determine the amount of the compensations that must be paid to the workers, the salary will be used as the basis.
corresponding to the day the right to compensation arises,

Article 90.-Minimum wage is the smallest amount that a worker must receive in cash for the services rendered.
workday.