If you work or have worked at a supermarket or retail chain in Mexico and are owed overtime, pay for rest days worked or dismissal compensation, you can claim it. Castro Defense assists current and former employees of supermarkets and retail chains across Mexico through an online process: we review your case, estimate what you could claim and represent you from conciliation through labor court, under Mexican law.
No upfront fees: we only get paid if we recover
We do not ask for an advance payment: we only get paid once you recover. Our fees are a percentage of what is actually recovered, set by the complexity of the case. You cover only related costs, such as expert reports or supplies. The terms are set out in the contract you review before signing. We do not promise results.
What can you claim?
Overtime
Mexico’s Federal Labor Law (Ley Federal del Trabajo, LFT), as amended on May 1, 2026, provides that:
- Overtime is paid at 100% above the regular hourly wage, within the weekly limit set by law (art. 66).
- Hours beyond that limit, up to four more per week, are paid at 200% above (art. 68).
- Regular plus overtime hours may never exceed 12 hours a day (art. 68).
- The maximum regular week falls gradually from 48 hours in 2026 to 40 in 2030, while the weekly overtime limit rises from 9 to 12 hours over the same period, with no cut in wages or benefits (transitional provisions of the amendment).
Rest days and Sundays
- Every six days of work entitle you to at least one paid rest day (art. 69).
- If you work on your rest day, the employer must pay double wages for that work, on top of the day’s regular pay (art. 73).
- Sunday work carries an additional premium of at least 25% (art. 71).
Dismissals
If you were dismissed, you have two months to act (art. 518). See what you are entitled to on our wrongful dismissal page.
Right to sit
In services and retail, the employer must provide enough seats or chairs with backrests to work or rest during the shift, and may not require you to stand for the entire shift (arts. 132 and 133).
Why time records matter
In court, hours worked are proven with records. The law puts much of that burden on the employer:
- It must keep the attendance records it uses at the workplace for the last year of employment and one year after (art. 804).
- If it does not produce them, the facts you state about them are presumed true unless proven otherwise (art. 805).
- It must prove regular and overtime hours when overtime does not exceed nine hours a week (art. 784).
- Since the 2026 amendment, employers must record each worker’s hours electronically, including start and end times; the Labor Ministry’s rules on this duty take effect on January 1, 2027 (art. 132, section XXXIV).
Keep whatever you have: posted schedules, messages with supervisors, pay slips and photos of your clock-in and clock-out records.
Deadlines
- As a general rule, labor claims such as unpaid overtime expire one year after payment was due (art. 516).
- Dismissal claims expire in two months (art. 518).
How does it work online?
- Case evaluation form. Tell us your position, your actual schedule and what you are owed.
- Document review. A lawyer estimates what you could claim and tells you which deadlines apply. Response time: 48 calendar hours, or 1 to 4 hours in urgent matters.
- Contract and power of attorney as a PDF. You sign with your e.firma (the advanced electronic signature issued by Mexico’s tax authority, SAT) or another electronic signature. For the lawsuit, the law accepts a power of attorney letter signed before two witnesses (art. 692).
- Case updates. We report each step. Channel: channel and frequency of updates.
Pre-trial conciliation is mandatory before a lawsuit, and you must attend that hearing in person (arts. 684-B and 684-E).
How to know you are dealing with real lawyers
Attorneys who handle these matters: names and cédula profesional numbers. Verify any professional license in the National Registry of Professionals of Mexico’s Ministry of Public Education. Your data is handled under our privacy notice. See the other areas of our legal defense practice.
Tell us about your case
This content is for information only and is not legal advice for a specific case. The outcome of any proceeding depends on the facts, the evidence and the authority’s decision; Castro Defense does not guarantee results.
Official sources
- Federal Labor Law (Ley Federal del Trabajo), arts. 66, 68, 69, 71, 73, 132, 133, 516, 518, 684-B, 684-E, 692, 784, 804 and 805, and transitional provisions of the decree published in the DOF on May 1, 2026. Chamber of Deputies (Spanish).
- Ministry of Labor and Social Welfare (STPS) and Federal Center for Labor Conciliation and Registration. Government of Mexico (Spanish).
Frequently asked questions
Can I claim overtime I was not paid in Mexico?
Yes. Overtime is paid at 100% above the regular hourly wage and, beyond the weekly limit set by law, at 200% above (Federal Labor Law, arts. 66 and 68). As a general rule, these claims expire one year after payment was due (art. 516), so do not wait.
What if the company says it has no records of my hours?
The employer must keep the attendance records it uses at the workplace for the last year of employment and one year after it ends (art. 804). If it does not produce them in court, the facts you state about them are presumed true unless proven otherwise (art. 805). The employer must also prove regular and overtime hours when overtime does not exceed nine hours a week (art. 784).
Has the maximum working week changed?
Yes. The amendment published on May 1, 2026 sets the maximum regular week at 40 hours, phased in gradually: 48 hours in 2026, 46 in 2027, 44 in 2028, 42 in 2029 and 40 in 2030. The reduction may not lower wages, salaries or benefits.
Do I have the right to sit during my shift?
Yes. In services and retail, employers must provide enough seats or chairs with backrests to work or rest during the shift (art. 132), and may not require workers to stand for the entire shift (art. 133, section XVII Bis).
Do I have to pay anything to start?
No upfront fees: our fees are a percentage of what is actually recovered, set by the complexity of the case, and are paid only once you recover. You cover related costs, such as expert reports. The exact terms are set out in writing in the contract before work begins.