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Electronic time tracking

Walk through the presentation: what Mexico's 2027 labor reform requires, how the system works and how to be compliant by January 1.

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Electronic time tracking

Comply with Mexico's 2027 labor reform with a system that also has your company's back.

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What changes in 2027

Recording working hours is now a legal requirement

  • Record every workday

    Start and end time for every employee, recorded electronically.

    Federal Labor Law (LFT), art. 132, sec. XXXIV

  • Hand it over to the authorities

    The records must be ready whenever the Ministry of Labor asks for them.

  • Toward a 40-hour week

    The maximum workweek drops from 48 to 40 hours between 2027 and 2030, and every overtime hour must be paid correctly.

Deadlines and penalties

What's at stake

Fine for not keeping records

MXN $29,327 to $586,550

From 250 to 5,000 UMA (LFT, art. 994, sec. IV Bis), at the 2026 UMA value. It can be applied for each affected employee.

Maximum weekly hours

YearHours per week
2026 48
2027 46
2028 44
2029 42
2030 40

The real risk

Beyond the fine

  • Labor lawsuits

    In court, the company has to prove working hours and overtime. Without reliable evidence, it has no defense.

  • Cross-checks

    Authorities will cross-check time records against stamped payroll and social security filings.

  • Fragile records

    Paper sign-in sheets, time clocks and editable spreadsheets give no certainty to the company or the employee.

The solution

A cloud system that records every employee's working hours and turns them into evidence.

No time clocks, no fingerprints and no equipment to install at your locations.

How it works

From phone to report in four steps

  1. Arrive and clock in

    Employees tap their phone on the tag at the location. At home or in the field, they clock in with their location.

  2. Evidence is created

    Date, time and place are saved in a record that cannot be altered. The employee gets a receipt.

  3. HR sees it right away

    Attendance, late arrivals, absences and overtime across all locations, in one place.

  4. Ready for the authorities

    Reports and an audit package in minutes, plus payroll reconciliation.

For every type of employee

Everyone clocks in, wherever they are

  • At the location

    They tap their phone on the proximity tag at the entrance. It takes a second.

  • From home

    They clock in with their location inside the authorized area and, if the company requires it, a photo.

  • In the field

    They clock in and out with their location, wherever they are.

  • Without a phone

    Their supervisor records it and the employee confirms it later. Everything is documented.

Schedules and overtime

Every hour, calculated by law

  • Fixed and flexible schedules
  • Rotating shifts: on-call, nights and rotations
  • Late arrivals and absences, with no manual entry
  • Double and triple overtime
  • Reform limits, updated every year from 2027 to 2030
  • Alerts when someone forgets to clock out

46 h

Maximum workweek in 2027.

If a schedule goes over the year's limit, the system flags it before it becomes a problem.

Time off and absences

Requests and approvals, without paperwork

  • Vacation by the book

    Days by seniority under the Federal Labor Law, balance always visible, and requests and approvals from the phone.

  • Leave and sick leave

    Recorded with dates and reference number, without storing medical diagnoses.

  • Agreed overtime

    The supervisor requests it, the employee accepts it and it is tied to their workday.

The difference

Evidence that backs your company

  • Employee agreement

    Each employee accepts the time tracking system. The reform gives agreed records full evidentiary value.

  • Tamper-proof records

    Every entry is kept, and each day is independently sealed with a date and time.

  • Transparent corrections

    Nothing is deleted: every correction carries a reason, an author and the employee's acceptance.

  • Audit package

    Generated in minutes, and it lets anyone verify that nothing was changed.

Payroll reconciliation

Your records and your payroll, in sync

The system compares recorded overtime against what was paid on stamped payroll receipts (CFDI) and flags the differences by employee.

So you can fix them before the authorities cross-check.

Example · biweekly period

EmployeeRecordedPaidResult
Employee A 6 h 6 h Matches
Employee B 9 h 6 h 3 h missing
Employee C 4 h 4 h Matches

Security and privacy

Your employees' data, protected

  • No biometrics

    No fingerprints and no facial recognition.

  • Location only when clocking in

    Employees are never tracked in real time.

  • Encrypted information

    Each company sees only its own data, with role-based access.

  • Compliant with the law

    Mexico's Federal Law on the Protection of Personal Data Held by Private Parties.

Two versions

Light keeps you compliant. Full also protects your company.

FeatureLightFull
Clock-in and clock-out from the phone Yes Yes
Hours worked and maximum-workweek alerts Yes Yes
Corrections with an audit log, and reports for the authorities Yes Yes
Mobile app and proximity tags — Yes
Schedules, rotating shifts and overtime — Yes
Vacation, leave and sick leave — Yes
Employee agreement and tamper-proof records — Yes
Reconciliation with stamped payroll — Yes

Implementation

Be compliant by January 1, 2027

  1. Guided start

    Your time tracking, up and running

    We set up your locations and employees and train your team online, so time tracking works from the start.

  2. Grow at your pace

    From Light to Full when you need it

    Add the app, proximity tags, shifts, time off, evidence and reconciliation as your company needs them.

  3. All year

    Ongoing support

    Support from an AI agent 24/7 and specialized assistance Monday to Friday.

Next step

Start 2027 compliant

Let's schedule a diagnostic session: we review your locations, schedules and headcount, and tell you which version fits.

Click here to contact us

[email protected] · servitechub.com

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Want to know which version fits your company?

In a diagnostic session we review your locations, schedules and headcount, and show you how to be compliant by January 1, 2027.