Mexico Employment Landscape

Expand Your Global Workforce in Mexico

Your guide to the employment landscape, working customs, and local labor laws in Mexico.

  • Capital: Mexico City
  • Currency: MXN (Mexican Peso)
  • Languages: Spanish
  • GDP per Capita: $15,779 (nominal, 2026)
  • Employer Tax: Approximately 30–40% of base salary (IMSS, INFONAVIT, SAR, state payroll tax combined)
  • Payroll Frequency: Bi-monthly (15th and last day of the month)

Talent Overview

Mexico is Latin America's second-largest economy, with a nominal GDP of approximately $2.1 trillion and a workforce of over 61 million people. The country has emerged as a premier nearshoring destination for U.S. and global companies, offering a large, technically skilled, and cost-competitive talent pool across technology, engineering, manufacturing, and professional services.

Mexico City and Guadalajara are recognized as Latin America's top innovation hubs, home to over 7,000 startups and international tech accelerators. Monterrey, the industrial capital of northern Mexico, anchors a thriving manufacturing and engineering ecosystem.

The USMCA trade agreement gives Mexico preferential access to U.S. and Canadian markets, cementing its role as a strategic nearshore partner. Demand for engineers is growing faster than supply: the country faces a shortage of approximately 2 million engineers across key sectors, making skilled tech talent a critical hiring priority for international companies.

Major Economic Hubs:

  • Mexico City (CDMX)
  • Guadalajara
  • Monterrey
  • Tijuana
  • Querétaro

Skills in Demand:

  • Software Engineer
  • DevOps / Cloud Engineer
  • Data Scientist
  • Embedded Systems Engineer
  • Cybersecurity Specialist

Top Local Universities in Mexico

  • Universidad Nacional Autónoma de México (UNAM): Local Ranking: 1 | World Ranking: 136 (QS 2026)
  • Tecnológico de Monterrey (Tec de Monterrey): Local Ranking: 2 | World Ranking: 187 (QS 2026)
  • Universidad Panamericana: Local Ranking: 3 | World Ranking: 701–710 (QS 2026)
  • Instituto Tecnológico Autónomo de México (ITAM): Local Ranking: 4 | World Ranking: 801–850 (QS 2026)
  • Instituto Politécnico Nacional (IPN): Local Ranking: 5 | World Ranking: 851–900 (QS 2026)

Top Local Job Boards:

  • OCC Mundial
  • Computrabajo
  • Indeed México
  • LinkedIn
  • Bumeran

Number of LinkedIn Users: 22,000,000

Cryptocurrency Usage in Mexico

Mexico ranks 23rd globally in the Chainalysis 2025 Global Crypto Adoption Index, down from 14th in 2024, reflecting the country's cautious regulatory stance. Mexico generated $71 billion in national yearly crypto transactional value from July 2024 to July 2025, placing it third in Latin America behind Brazil and Argentina, according to Chainalysis.

Cryptocurrency is not considered legal tender in Mexico, and financial institutions have been barred from offering crypto to customers since 2021 under regulations issued by Banxico (Banco de México) and the CNBV (Comisión Nacional Bancaria y de Valores). The country's primary crypto regulatory framework remains the 2018 Fintech Law (Ley Fintech).

In March 2025, Bitso launched MXNB, a Mexican peso-backed stablecoin through its Juno subsidiary, signaling growing institutional interest in stablecoin infrastructure for cross-border payments. Approximately 3.1 million individuals, about 2.5% of the population, currently own digital assets. Use cases include trading, cross-border remittances, and stablecoin savings as a hedge against peso volatility.

Most Popular Remote Roles

Mexico's nearshoring boom has driven strong demand for remote and hybrid tech roles, with U.S. companies in particular hiring Mexican engineers at scale for distributed teams. According to Chainalysis, Mexico's USMCA trade corridor has high adoption potential for tokenized assets and cross-border fintech. Technology, finance, customer service, and digital marketing are the leading remote-hiring categories.

Here are the top 10 most popular remote roles in Mexico:

  • Software Developer/Engineer:  MXN $19,500 to $45,000/month | Tech, Software
  • DevOps / Cloud Engineer:  MXN $25,000 to $60,000/month | Tech, Infrastructure
  • Data Analyst:  MXN $20,000 to $40,000/month | Data, Analytics
  • Data Engineer:  MXN $29,000 to $63,000/month | Data, Engineering
  • Cybersecurity Specialist:  MXN $28,000 to $55,000/month | Tech, Security
  • Project Manager:  MXN $22,000 to $45,000/month | Business Operations, IT
  • Digital Marketer:  MXN $15,000 to $35,000/month | Marketing, E-commerce
  • Customer Service Representative:  MXN $10,000 to $20,000/month | Retail, Support Services
  • UX/UI Designer:  MXN $18,000 to $40,000/month | Design, Tech
  • Sales Executive:  MXN $18,000 to $40,000/month | Sales, Finance

These roles are in high demand across Mexico City, Guadalajara, Monterrey, and distributed teams serving North American companies.

Salary Data

Average monthly gross salaries for common roles in Mexico, sourced from Glassdoor, Howdy, and Alcor 2025–2026 data:

  • Software Developer/Engineer:  MXN $19,500 to $45,000/month
  • Senior Software Engineer:  MXN $45,000 to $75,000/month (USD $24,000–$90,000/year)
  • Data Engineer:  MXN $29,000 to $63,000/month
  • Data Analyst:  MXN $20,500 to $40,000/month
  • Marketing Manager:  MXN $20,000 to $40,000/month
  • Project Manager:  MXN $22,000 to $42,000/month
  • UX Designer:  MXN $18,000 to $38,000/month
  • Accountant:  MXN $15,000 to $30,000/month

Mexico's average gross monthly salary is approximately MXN $16,662. Skilled tech roles, particularly in Mexico City, Guadalajara, and for international employers, command significantly higher compensation. Note that the full employer cost, including IMSS, INFONAVIT, aguinaldo, vacation premium, and PTU, adds 30–40% on top of base salary.

Employing in Mexico

Understanding Mexico's Federal Labor Law (Ley Federal del Trabajo - LFT) is essential for hiring local employees. Mexico's labor law is strongly pro-worker and enforcement by the STPS (Secretaría del Trabajo y Previsión Social) is active.

Employers must register with IMSS within five days of an employee's start date and maintain full compliance with mandatory benefits, bi-monthly payroll processing, and annual statutory obligations including aguinaldo, vacation premium, and PTU.

Employee Contract

Contracts must be in Spanish and in writing, detailing job title, duties, salary, working hours, place of work, and applicable benefits. Indefinite-term contracts are the norm; fixed-term contracts are only permitted when objectively justified.

Probation periods under indefinite contracts are up to 30 days (180 days for managerial or technical roles). The maximum standard working week is 48 hours across six days. Overtime is compensated at 200% of regular pay for the first nine hours per week, and 300% thereafter.

Public Holidays 2025

Mexico has seven mandatory federal public holidays under Article 74 of the Federal Labor Law. Employees who work on these days must receive triple pay (regular pay plus double):

  • January 1:  New Year's Day (Año Nuevo) | National Holiday
  • February 3:  Constitution Day (Día de la Constitución, first Monday of February) | National Holiday
  • March 17:  Benito Juárez's Birthday (third Monday of March) | National Holiday
  • May 1:  Labour Day (Día del Trabajo) | National Holiday
  • September 16:  Independence Day (Día de la Independencia) | National Holiday
  • November 17:  Revolution Day (Día de la Revolución, third Monday of November) | National Holiday
  • December 25:  Christmas Day (Navidad) | National Holiday
Note: Every six years, December 1 (Presidential Inauguration Day) is added as a mandatory holiday.

Employee Leaves

  • Annual Leave:  12 working days after the first year of service; increases by 2 days per additional year through year 5, then by 2 days every 5 years up to a maximum of 32 days | Mandatory: Yes
  • Vacation Premium (Prima Vacacional):  At least 25% of regular salary paid on top of base salary during vacation days | Mandatory: Yes
  • Maternity Leave:  12 weeks paid (6 weeks before and 6 weeks after birth), covered at 100% by IMSS | Mandatory: Yes
  • Paternity Leave:  5 working days paid, covered by the employer | Mandatory: Yes
  • Sick Leave (Incapacidad Temporal):  Up to 52 weeks paid at 60% of IMSS-registered salary, covered by IMSS after a 3-day waiting period | Mandatory: Yes
  • Marriage Leave:  3 days paid | Mandatory: Yes
  • Bereavement Leave:  3 days paid for death of spouse, children, parents, or siblings | Mandatory: Yes

Payroll in Mexico

Payroll is processed bi-monthly, on the 15th and last day of each month. The national minimum wage as of January 1, 2026, is MXN $315.04 per day (general zone) or MXN $440.87 per day in the Northern Border Free Zone (cities including Tijuana, Ciudad Juárez, and Nuevo Laredo).

This represents a 13% increase for the general zone and a 5% increase for the border zone, effective January 1, 2026, per CONASAMI decree. Digital payroll receipts (CFDI de Nómina) are mandatory for every payment to employees.

Payroll Tax (IMSS, INFONAVIT, SAR: Social Contributions)

Employer contributions vary based on salary level and risk classification, but typical total employer social contributions range from 30% to 40% of base salary:

  • IMSS (health, disability, life, retirement insurance):  Employer: approximately 20–28% of salary | Employee: approximately 2–3% of salary
  • INFONAVIT (housing fund):  Employer: 5% of salary | Employee: none
  • SAR (retirement savings):  Employer: 2% of salary | Employee: none
  • State payroll tax (ISN):  Employer only: 1% to 4% depending on state (Mexico City: 3%; many states: 1–2%)

Employers must register employees with IMSS within five days of their start date. Monthly IMSS and INFONAVIT filings are due by the 17th of the following month.

Employee Income Tax (ISR: Impuesto Sobre la Renta)

ISR is progressive, running from 1.92% to 35% across 11 annual brackets (source: SAT, updated for 2026).

Annual income tax rates:

  • MXN $0 to $8,952:  1.92%
  • MXN $8,953 to $75,984:  6.40%
  • MXN $75,985 to $133,536:  10.88%
  • MXN $133,537 to $155,229:  16%
  • MXN $155,230 to $185,852:  17.92%
  • MXN $185,853 to $374,837:  21.36%
  • MXN $374,838 to $590,795:  23.52%
  • MXN $590,796 to $1,127,926:  30%
  • MXN $1,127,927 to $1,503,902:  32%
  • MXN $1,503,903 to $4,511,707:  34%
  • Above MXN $4,511,707:  35%

Employers withhold and remit ISR monthly on behalf of employees. Annual ISR returns are due by April 30. A fixed quota plus a marginal rate applies within each bracket.

VAT (IVA: Impuesto al Valor Agregado)

Standard VAT rate is 16%. An 8% border zone stimulus rate may apply for qualifying taxpayers and transactions in the Northern Border Free Zone.

13th Month Pay (Aguinaldo)

Mandatory under Mexican law. Employers must pay a Christmas bonus (aguinaldo) equal to at least 15 days' salary before December 20 each year. Employees who worked less than a full year receive a prorated amount. Failure to pay is a labor law violation subject to STPS fines.

Profit Sharing (PTU: Participación de los Trabajadores en las Utilidades)

Companies must distribute 10% of annual taxable profits to eligible employees by May 30 each year. PTU is split 50/50: half distributed equally among all eligible employees, half distributed proportionally based on salary. Employees must have worked at least 60 days to qualify. New businesses are exempt in their first year.

Employee Benefits

  • IMSS healthcare coverage (public health system enrollment mandatory from day one)
  • INFONAVIT housing fund (5% employer contribution, enabling employees to access home loans)
  • SAR retirement savings account (AFORE, individual retirement account funded by employer and employee)
  • Mandatory aguinaldo (Christmas bonus, minimum 15 days' salary by December 20)
  • Mandatory vacation premium (prima vacacional, minimum 25% of salary during vacation)
  • Mandatory PTU (profit sharing, 10% of annual taxable profits, due by May 30)
  • Paid annual leave (12 to 32 days depending on seniority)
  • Paid public holidays (7 mandatory federal holidays)
  • Maternity and paternity leave
  • Private health insurance (commonly offered by employers, particularly tech companies)

Employee Offboarding

Mexico's Federal Labor Law strongly protects workers from arbitrary dismissal. Termination without justified cause (rescisión sin causa justificada) requires the employer to pay severance of: three months' salary plus 20 days' salary per year of service plus accrued benefits (proportional aguinaldo, vacation premium, and any outstanding PTU).

Termination with justified cause (Article 47 LFT) requires written notice specifying the cause; if the cause is not proven, the termination is treated as unjustified. Notice must be provided in writing and served to the employee or the competent labor authority. All terminations must comply with the Federal Labor Law and STPS procedures.

Visa and Immigration

Foreign nationals require authorization from the Instituto Nacional de Migración (INM) to work in Mexico. The primary pathways are the Temporary Resident Visa (Residente Temporal), valid for up to four years and renewable, and the Visitor's Visa with permission for remunerated activities (for stays up to 180 days). Employers must be registered in Mexico to sponsor work authorization.

Visa fees increased significantly in 2026 following congressional approval in November 2025, a one-year Temporary Resident Visa costs approximately MXN $11,141, plus MXN $4,341 for work authorization. From July 2025, residency income calculations shifted from minimum daily wage to UMA (Unidad de Medida y Actualización) multiples, tightening qualification criteria.

Mexican citizens and permanent residents may work without restrictions. U.S. and Canadian professionals may also qualify for expedited USMCA/T-MEC professional work permits.

What Is Rise's Mexico EOR?

Rise acts as the legal employer for your Mexico-based team members, managing payroll, compliance, and benefits on your behalf through Rise's owned Mexican entity. You direct the employees' day-to-day work, while Rise handles the rest.

Automated Mexico Onboarding

Hire full-time employees anywhere in Mexico through Rise's owned Mexican entity. Our automated onboarding workflow manages employment contracts, IMSS registration (within five days of start date), INFONAVIT enrollment, RFC (tax ID) setup, and bi-monthly payroll configuration, ensuring every hire is compliant from day one.

Compliant Employment Agreements

Stay fully compliant with Mexico's Federal Labor Law, IMSS regulations, and STPS requirements. Rise's legal and compliance experts handle locally compliant employment contracts in Spanish, background checks, and worker classification, helping you avoid penalties from the STPS or SAT. Rise also manages annual obligations including aguinaldo, vacation premium, and PTU calculations.

Competitive Mexico Benefits Packages

Attract top Mexican talent with IMSS healthcare coverage, INFONAVIT housing fund contributions, SAR retirement savings, mandatory aguinaldo and vacation premium, profit sharing (PTU), and paid leave. We also offer crypto-friendly benefits programs for companies that want to integrate digital assets into their compensation strategy.

Hybrid Payroll Flexibility

Pay employees in MXN, stablecoins, or cryptocurrencies, all through Rise's hybrid payroll system. Your team gets paid how they prefer, and Rise ensures all payroll filings remain MXN-denominated for compliance with SAT and IMSS. With Rise Earn, workers holding idle USDC can earn yield via Aave's USDC lending pools on Arbitrum, with no deposit or holding fees.

Tax & Compliance, Fully Managed

Rise handles:

  • ISR (income tax) withholding and monthly SAT declarations
  • IMSS social security contributions (employer and employee shares)
  • INFONAVIT housing fund contributions (5%)
  • SAR retirement savings contributions (2%)
  • State payroll tax (ISN) filing by state
  • Bi-monthly CFDI de Nómina (digital payroll receipts) for every payment
  • Annual aguinaldo, vacation premium, and PTU calculation and payment
  • GDPR and Mexican data protection (LFPDPPP) compliance

You stay compliant across all Mexican states without registering your own entity.

Why Use Rise's Mexico EOR?

  • Hire full-time employees anywhere in Mexico, instantly
  • Avoid the cost and complexity of forming a Mexican Sociedad or branch
  • Ensure IMSS registration within 5 days of start date as required by law
  • Manage complex statutory obligations: aguinaldo, PTU, vacation premium, and CFDI payroll receipts
  • Stay compliant with Mexico's Federal Labor Law and STPS requirements
  • Offer competitive benefits including IMSS healthcare, INFONAVIT, and SAR
  • Save time: Rise automates bi-monthly payroll, monthly tax declarations, and all annual filings

Stablecoin Payroll for Mexico Employees

Rise supports stablecoin payroll, allowing payments in USDC, USDT, or other assets. This is fully compliant, with contracts and filings denominated in MXN. Employees can opt for partial or full crypto payments, and employers can fund payroll via fiat or crypto.

How to Onboard Employees From Mexico to Rise EOR

Here's a step-by-step breakdown of how a company would onboard full-time employees using the Rise Employer-of-Record (EOR) service.

1. Engagement & Setup

The company engages Rise's EOR service for Mexico. Rise operates through its owned Mexican entity, so you can legally employ in Mexico without forming a Sociedad or registering as an employer with IMSS. You provide Rise with your headcount, start dates, compensation details, job roles, and employment terms. Rise configures the employment contract template in Spanish and all required Mexican compliance checks.

2. Candidate/Employee Onboarding Initiation

You identify the hire and enter the new employee details into Rise: name, start date, job title, compensation, work location, etc. Rise triggers the onboarding workflow: electronic offer letter, indefinite-term contract generation in Spanish, IMSS registration initiation, INFONAVIT enrollment, RFC tax ID verification, and CURP (national ID) collection. The employee receives a digital onboarding packet: contract, benefits information, IMSS registration confirmation, and personal data collection forms.

3. Employment Contract & Compliance

Rise generates a locally compliant indefinite-term employment contract in Spanish under the Mexican EOR entity, in compliance with the Federal Labor Law. They handle IMSS registration within five days of the start date, INFONAVIT enrollment, and SAT bi-monthly payroll registration. The employee signs the contract electronically via Rise. You, as the hiring company, manage the day-to-day direction of the employee, while Rise is the legal employer.

4. System Provisioning & Internal Setup

Once the employee is in the system, Rise automates provisioning: bi-monthly payroll enrollment, benefits enrollment, CFDI de Nómina configuration, and IT access if relevant. Employee data flows into payroll, HRIS, and benefits modules. No separate systems needed.

5. First Payroll & Benefits

Rise runs bi-monthly payroll for the employee via the Mexican entity: calculates gross pay, applies the ISR withholding table, deducts employee IMSS contributions, pays in MXN on the 15th and last day of the month, issues CFDI de Nómina receipts, and remits all employer IMSS, INFONAVIT, SAR, and state payroll tax obligations. Benefits enrollment is triggered: IMSS healthcare, INFONAVIT housing fund, and SAR retirement account.

6. Ongoing HR/Payroll/Compliance Management

Future changes (salary adjustments, job changes, location changes, annual aguinaldo, PTU) are handled in the unified system. Rise continuously monitors Federal Labor Law updates, IMSS rate changes, state ISN tax rate adjustments, and CONASAMI minimum wage updates. Offboarding or termination is managed via the platform under Mexican labor law, with full severance calculation and SAT notification compliance.

EOR Employee Onboarding Checklist

Phase 1: Pre-Onboarding Preparation

Goal: Collect all necessary info before initiating EOR setup in Rise.

  • Define job details (job title, role description, department, reporting manager; employment type: full-time indefinite-term under EOR; compensation details: salary in MXN, bi-monthly pay frequency, applicable state for state payroll tax).
  • Verify country eligibility (confirm Rise supports EOR in Mexico via owned entity; check local employment requirements: minimum wage MXN $315.04/day general zone or MXN $440.87/day border zone, mandatory benefits, IMSS obligations).
  • Confirm headcount and budget (ensure internal approval and budget allocation including 30–40% employer social contribution overhead; determine start date and probation period — up to 30 days for general roles, 180 days for managerial or technical roles).
  • Prepare offer details (draft offer terms: monthly salary, benefits, working hours, vacation days per seniority schedule, aguinaldo, vacation premium, PTU eligibility, contract type; decide who sends the offer: you or Rise).
  • Collect employee information (full legal name, CURP national ID, RFC tax ID if available, address, email, phone number, bank account details for payroll; emergency contact; immigration status if non-Mexican national).

Phase 2: Setup & Compliance

Goal: Rise sets up the employee in the system and ensures legal compliance.

  • Create the employee profile in Rise (enter employee data: name, CURP, email, start date, role, salary in MXN, work state for ISN tax; assign to Mexican EOR entity).
  • Generate employment contract in Spanish (Rise creates a locally compliant indefinite-term contract under the Federal Labor Law; review terms and confirm approval before sending to the employee).
  • Handle compliance setup (verify right-to-work documentation; Rise registers the employee with IMSS within 5 days of start date; enrolls in INFONAVIT housing fund; verifies RFC tax ID with SAT; confirms compliance with LFPDPPP data protection law).
  • Send contract and onboarding documents (Rise sends e-signature contract in Spanish and statutory forms to the employee; employee signs electronically).
  • Assign internal onboarding contacts (hiring manager; HR contact/onboarding coordinator; IT/equipment contact if applicable).

Phase 3: Employee Activation

Goal: Ensure the new hire is active in Rise and ready to begin work.

  • Add to payroll (Rise enrolls the employee in bi-monthly payroll under the Mexican EOR entity; verify RFC, CURP, IMSS affiliation number, and bank account; confirm the 15th and last-day pay schedule and applicable state payroll tax rate).
  • Set up benefits (employee completes benefits enrollment through Rise; confirm IMSS healthcare enrollment, INFONAVIT account activation, and SAR/AFORE retirement account assignment).
  • Provision equipment and access (order or ship devices if remote; set up software accounts and permissions; use Rise device management if applicable).
  • Add to HR systems and workflows (assign onboarding tasks inside Rise: document uploads, training, intro calls; add employee to company org chart and communication tools).
  • Schedule welcome call (conduct first-day orientation; introduce manager, team, and company culture).

Phase 4: Post-Onboarding & Ongoing Management

Goal: Maintain compliance and ensure smooth ongoing HR operations.

  • Verify first payroll (confirm bi-monthly salary, ISR withholding, IMSS deductions, net pay, and CFDI de Nómina receipt processed correctly; ensure MXN payment is received on the correct dates).
  • Track probation period (add reminders for probation review at 30 days for general roles, 180 days for technical/managerial; note all Federal Labor Law protections apply from day one).
  • Monitor compliance updates (Rise will notify you of IMSS rate changes, minimum wage updates from CONASAMI, state ISN rate changes, and Federal Labor Law amendments).
  • Manage annual statutory obligations (Rise calculates and processes: aguinaldo by December 20; PTU distribution by May 30; vacation premium when vacation is taken; proportional ISR annual adjustment in February).
  • Maintain employee records (store contracts, CURP, IMSS registration, CFDI receipts, and compliance documents securely in Rise; keep all changes updated: address, dependents, salary, work location).
  • Plan offboarding if needed (follow Rise's local termination procedure under the Federal Labor Law; calculate severance: 3 months salary + 20 days per year of service + prorated benefits; notify IMSS of separation; issue final CFDI de Nómina).

FAQs:

1. How does Rise help my company legally hire employees in Mexico?

Rise acts as the Employer of Record through its owned Mexican entity, allowing your company to hire full-time employees in Mexico without forming a Sociedad or registering with IMSS as an employer. Rise handles employment contracts in Spanish, IMSS registration, bi-monthly CFDI payroll, ISR withholding, annual aguinaldo, PTU, and all STPS compliance, while you retain full control over the employee's day-to-day work.

2. What information do I need to provide before onboarding a new employee in Mexico?

Before onboarding, you'll share the employee's job title, compensation in MXN, start date, work location (state matters for ISN tax rate), and employment terms. You'll also need the employee's CURP (national ID), RFC (tax ID) if available, and bank account details. Rise will guide you through gathering any remaining statutory documents during the onboarding workflow.

3. What does Rise handle during the onboarding process in Mexico?

Rise manages the entire end-to-end onboarding workflow, including: generating a locally compliant indefinite-term employment contract in Spanish; IMSS registration within five days of the start date; INFONAVIT and SAR enrollment; RFC verification with SAT; bi-monthly CFDI payroll setup; and statutory benefits configuration. You simply approve the offer details, Rise takes care of the rest.

4. How are payroll and benefits managed after the employee is onboarded?

Once active, Rise runs bi-monthly payroll (15th and last day of month) through the Mexican EOR entity: calculates gross pay, applies ISR withholding tables, deducts employee IMSS contributions, pays in MXN, issues CFDI de Nómina digital receipts, and remits all employer IMSS, INFONAVIT (5%), SAR (2%), and state payroll tax (ISN) obligations. Rise also calculates and pays the annual aguinaldo by December 20 and manages PTU distribution by May 30.

5. Can I pay my Mexican team in stablecoins or cryptocurrency?

Yes. Rise supports crypto and stablecoin salary payments, allowing employers to pay in USDC, USDT, or other supported assets. Employment contracts and all payroll filings, including CFDI de Nómina, IMSS, and SAT submissions, remain MXN-denominated for full Federal Labor Law and SAT compliance. Employees elect stablecoin payment at the withdrawal layer.

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