Digital platforms in Mexico: new tax and labor obligations 2025
On June 22, the "Decree Adding Various Provisions to the Federal Labor Law Regarding Digital Platforms" came into force, published in the Official Gazette of the Federation on December 24, 2024. As a result, in recent days there have been pronouncements by the authorities involved in its implementation, which are important to know to ensure compliance and avoid the imposition of sanctions.
For context, this Decree incorporated platform work as a special type of work into the Federal Labor Law (LFT), and modified several provisions applicable to these workers. Among the obligations that came into effect on June 22, the following stand out:
- A digital platform worker is considered to be someone who provides personal, paid, and subordinate services under the command and supervision of a natural or legal person that offers services to third parties through a digital platform, and who generates net monthly income equivalent to at least one monthly minimum wage in Mexico City ($8,480.17 MXN in 2025).
- If they do not exceed the net income threshold at the end of each month, they will be considered self-employed.
- During this period and for the time actually worked, they will be granted the rights provided to digital platform workers, with the exception of the withholding and payment of social security contributions to the IMSS and payment of contributions to INFONAVIT.
- Employers will be responsible for paying insurance under the social security system when an occupational hazard occurs during actual work time.
- Platform workers will enjoy all rights, including collective rights.
- Specific rules are established for determining wages, and tips are excluded from the base salary.
- Platform workers will be entitled to share in company profits (PTU) when they actually work more than 288 hours per year.
- The time actually worked is understood to be the time from the moment the employee agrees to provide a task, service, work or job on the digital platform until the moment in which said service is finally concluded.
- If a digital platform worker ceases to be active for a consecutive period of 30 calendar days, the employment relationship will be deemed automatically terminated, with no liability or compensation payable by the employer.
- If the person once again meets the conditions for becoming an employee, this will be understood as the beginning of a new employment relationship.
- Employers may refuse to reinstate a digital platform worker by paying compensation consisting of three months' salary, plus twenty days' salary for each year of service rendered, taking into account the time actually worked, past-due wages, and interest, if applicable.
- Compensation will be calculated based on the average salary earned by the individual on the platform over the past six months.
- However, mandatory reinstatement will be required in the event of a violation of collective rights, such as freedom of association, union autonomy, the right to strike, and collective bargaining.
- The contract model will be authorized and registered by the Federal Center for Labor Conciliation and Registration and must meet certain requirements pursuant to Article 291-H of the LFT.
- Employers must develop an algorithmic work management policy document that informs employees about the elements used by algorithms for decision-making that may affect the employment relationship.
- Special obligations for employers include payment for services rendered within a period of no more than one week, issuing payment receipts, establishing mechanisms for recording hours worked and waiting times, among others.
- Special grounds for termination are established, in addition to those provided for in Article 47 of the LFT, as well as a special ground for termination of the employment relationship due to the disabling or closure of the platform.
- Specific penalties are provided for failure to comply with the rules applicable to this special work.
It is important to take into account that on June 24, 2025, the H. Technical Council of the IMSS published Agreement ACDO.AS2.HCT.270525/132.P.DIR, which approves the General Rules of the pilot test for the incorporation of digital platform workers into the mandatory social security regime, as well as its Sole Annex, which entered into force on July 1, 2025. As of June 25, the new version 3.6.6 of the Single Self-Determination System (SUA) is available, in which adjustments for digital platform patterns are considered and the possibility of making donations to FUNDEMEX is eliminated.
Likewise, on June 26, INFONAVIT published the Notice by which the general public is informed of the Sole Annex of the Agreement approving the General Rules issued by the Board of Directors of the National Workers' Housing Fund Institute, with the purpose of regulating the Institute's participation in the pilot test provided for in the Second and Third Transitory Articles of the "Decree by which various provisions of the Federal Labor Law are added, regarding Digital Platforms" published on December 24, 2024.
Likewise, on June 27, the Ministry of Labor and Social Security published the General Provisions that determine the procedures for calculating the net income of digital platform workers. These provisions emphasize the exclusion of a differentiated percentage for the use of the digital platform as a technological work tool, establishing maximum factors depending on the type of vehicle used to provide the service, in order to establish a compensation mechanism proportional to the actual conditions under which work on digital platforms is carried out. These Provisions entered into force on July 1, 2025.
For its part, on June 27, the Mexican tax authority published regulatory criterion 59/ISR/IVA/N in an advance version and determined that individuals who provide services over the Internet, through technological platforms, computer applications and similar, who are considered employees of said platforms due to the entry into force of the reform to the LFT, will continue to pay taxes under the same regime as they previously did, that is, under the business activities regime in the section of income from the provision of services through digital platforms for both the Income Tax Law and the Value Added Tax Law.
This generates a disautonomy since for tax purposes their income is not considered as salaries and wages and therefore individuals will have to continue complying with their tax obligations, among others, such as the issuance of digital tax receipts ("CFDI") and for labor purposes they are considered as workers of said platforms, especially since employers have the obligation to issue weekly receipts of payments made where the number of tasks, services, works or jobs performed is recorded, the time actually worked, the time during which the worker is at the disposal of the platform for the assignment of a task, service, work or job, the legal withholdings that may apply and other similar concepts that are appropriate.
There are even some platforms that do not have a subsidiary in Mexico or a permanent establishment in Mexico, which creates uncertainty about compliance with their labor and tax obligations, including issuing CFDI (Financial Divergent Taxpayer Identification Number), tax withholding, and calculating PTU (Profit Sharing).
We are happy to assist you in analyzing the implications of these new labor and tax obligations.











