It is vital to familiarize yourself with the laws in a new country. We ensure the right attorneys to found the organization, know the tax- or labor laws.
1. Compliance with Laws and Regulations
Each country has its own requirements for filings and submissions and as those regulations can be complex. Our Mexican attorney partners will give us legal advice and help us to make sense of the (labor) laws of Mexico and ensure the operation of your Mexican subsidiary in full compliance with Mexican policies.
They will represent your organization and provide guidance by subjects like:
1. Compliance with Laws and Regulations
Each country has its own requirements for filings and submissions and as those regulations can be complex.
Our Mexican attorney partners will give us legal advice and help us to make sense of the (labor) laws of Mexico and ensure the operation of your Mexican subsidiary in full compliance with Mexican policies.
They will represent your organization and provide guidance by subjects like:
Setup a business or a Corporation
Register the business name, obtain business permits and licenses, write your corporate bylaws, draft a shareholder agreement or register the tax
Tax and Trade Law
International trade agreements and international taxes, apply for the Immex Program, ensure to have the complete documentations
Employment and labor law
Health and safety standards, unions, working hours, discrimination, harassment, or human right
Zoning and building permits
Painting, wallpapering, installation, fence building or other construction may require a permit depending on the size and scope of the project
Environmental laws and regulations
Clean Air Act, the Clean Water Act, Toxic Substances Control Act, Pollution, emmissions
Immigration Status / Social Security
Evaluate the right visas, process to get the visas, ensure to have complete documentation to apply for it
Review commercial & contracts
Advising in the negotiation of the contracts and its contents with clients, suppliers and other stakeholders and ensure compliance with legal requirements.
Legal Auditing
Advising in terms of legal auditing services.
Trademark Law
In order to protect your brand, we will help you to register your names and logos with the Mexican authorities.
2. Company Formation in Mexico
There are various hurdles which a firm faces when opening a company in Mexico. One critical factor is to know and be compliant the laws and regulations.
Also, with all employees, suppliers, or partners like HR, logistic, rents, etc, you need contracts, certifications and documentations which are compliant with the Mexican law.
Our local attorney partners help us establishing a physical presence and guide us in every step and all matters of your firms incorporation in Mexico.
2. Company Formation in Mexico
There are various hurdles which a firm faces when opening a company in Mexico. One critical factor is to know and be compliant the laws and regulations.
Also, with all employees, suppliers, or partners like HR, logistic, rents, etc, you need contracts, certifications and documentations which are compliant with the Mexican law.
Our local attorney partners help us establishing a physical presence and guide us in every step and all matters of your firms incorporation in Mexico.
3. Mexico’s Labor Law
As foreigners running business in Mexico need to be cautious of their hiring practices and the labor laws of Mexico as there are laws in place to protect the employees.
We will advise you and develop local, attractive labor contracts which ensure to retain them and avoid high turnover.
In addition, it is vital that they are fully compliant with the Mexican Law (which is the best defense if you end up in litigation with an employee) and learn the best practices for hiring and dismissing staff which will avoid having issues with the labor board.
Like in many other countries, there are many labor laws involving, child labor, discrimination, harassment, maternity leave, profit sharing, overtime, yearly wage negotiation, vacation days, and union regulations if applicable. We are on your side to assist you in all these aspeccts.
In additon, terminating an employee can be very complicated and costly in Mexico, therefore it is important to have a lawyer which has the expertise about the labor laws and regulations.
Terminating an employee can be very complicated and costly in Mexico, therefore it is important to have a lawyer which has the expertise about the labor laws and regulations.
3. Mexico’s Labor Law
Terminating an employee can be very complicated and costly in Mexico, therefore it is important to have a lawyer which has the expertise about the labor laws and regulations.
As foreigners running business in Mexico need to be cautious of their hiring practices and the labor laws of Mexico as there are laws in place to protect the employees.
We will advise you and develop local, attractive labor contracts which ensure to retain them and avoid high turnover.
In addition, it is vital that they are fully compliant with the Mexican Law (which is the best defense if you end up in litigation with an employee) and learn the best practices for hiring and dismissing staff which will avoid having issues with the labor board.
Like in many other countries, there are many labor laws involving, child labor, discrimination, harassment, maternity leave, profit sharing, overtime, yearly wage negotiation, vacation days, and union regulations if applicable. We are on your side to assist you in all these aspeccts.
In additon, terminating an employee can be very complicated and costly in Mexico, therefore it is important to have a lawyer which has the expertise about the labor laws and regulations.
do you have questions regarding the laws and regulations in Mexico?
Get in touch with us, we are happy to help you in any kind of legal questions!
Contact Usdo you have questions regarding the laws and regulations in Mexico?
Get in touch with us, we are happy to help you in any kind of legal questions!
Contact Us4. Immigration Law
Working in a country is different from just staying in a country; working requires you to get a work permit, not just a visa. We will assist you to fill out the visa applications and ensure to get the work permissions and documentations as quickly as possible.
There are two types of visas;
- FM3 (non-immigrant) visa which the most common for foreigners looking to work in Mexico for one year, with possible on-year extensions
- FM2 (immigrant) visa permits expats to stay and work for one year, and is renewable annually.
- FMM (Multi-Purpose Form) visa allows foreign nationals to visit Mexico for tourism or business purposes. It is only valid for 180 days.
Allows a foreign entrepreneuer to stay permanently and run their business in Mexico
4. Immigration Law
Working in a country is different from just staying in a country; working requires you to get a work permit, not just a visa. We will assist you to fill out the visa applications and ensure to get the work permissions and documentations as quickly as possible.
There are two types of visas;
- FM3 (non-immigrant) visa which the most common for foreigners looking to work in Mexico for one year, with possible on-year extensions
- FM2 (immigrant) visa permits expats to stay and work for one year, and is renewable annually.
- FMM (Multi-Purpose Form) visa allows foreign nationals to visit Mexico for tourism or business purposes. It is only valid for 180 days.
Allows a foreign entrepreneuer to stay permanently and run their business in Mexico
5. Tax Law
Mexico has a corporate tax rate of around 30%. However, thanks to the program of “immex”, foreign companies have a tax advantage to manufacture their goods for a much lower tax than in many other countries!
5. Tax Law
Mexico has a corporate tax rate of around 30%. However, thanks to the program of “immex”, foreign companies have a tax advantage to manufacture their goods for a much lower tax than in many other countries!
6. Certifications
If any certifications are needed, we will make sure that we can get them.
Quality Standards
ISO
Environmental Health & Safety Certifications
Research Certifications
Information Technology/ Computer Engineering Certifications
Finance/Accounting Certifications
Mechanical engineering Certifications
Quality Assurance (QA) Certifications
7. Create contracts with employees
With our local attorney, we will create standardized English and Spanish contracts which will comply with the Employment in Mexico, which is regulated by the Federal Labor Law (FLL) and outlines the appropriate rights and obligations of both employees and employers.
Additionally, the Federal Social Security Law along with the FLL governs the primary issues of employment in Mexico.
With our local attorney, we will create standardized English and Spanish contracts which will comply with the Employment in Mexico, which is regulated by the Federal Labor Law (FLL) and outlines the appropriate rights and obligations of both employees and employers.
Additionally, the Federal Social Security Law along with the FLL governs the primary issues of employment in Mexico.
Each country has its own regulation and labor rights, so in Mexico. We will set up your employee contract and ensure that it will be compliant witht he Mexican Law.
Each country has its own regulation and labor rights, so in Mexico. We will set up your employee contract and ensure that it will be compliant witht he Mexican Law.
Written employment agreements in Mexico are mandatory. Every hired person must enter into an individual employment agreement with the employer and establish the terms and conditions of the employment. This employment agreement comprise an implied relationship of mutual trust and confidence.
In addition, employment agreements cannot contain an employee’s acceptance to waive the necessary legal grounds for justified dismissal on the part of the employer and the minimum mandatory benefits prescribed by Federal Labour Law.
Any employment relationship is subject to the principle of ‘job stability’, which is, subject to the employee’s right to keep the job as long as the employment relationship so requires.
The FLL assumes, as a general principle, that an employment agreement has been executed for an indefinite term, unless the nature or the particular type of service to be provided calls for an employment agreement for a specific job or term, or if the parties agree to execute an employment agreement for initial training or subject to a probationary period.
The FLL ensure that employment agreements for an indefinite term are for continuous work, but the parties may agree that the services be provided for a fixed term and for periodic work with a discontinuous character in cases where the services are required to be provided during a season, or are not required for an entire week, month or year.
Employment agreements executed for an indefinite term or for a specific job or term of more than 180 days, may be subject to a probationary period of 30 days, or up to 180 days for executive positions, in order to verify that the employee has the necessary knowledge and skills to perform the services for which he has been hired.
The initial training employment relationship is the relationship whereby the employee agrees to provide his personal services, under the control of the employer, in order to acquire the necessary knowledge and skills to perform the services for which he is hired. This agreement must establish a training period of three months, as a general rule, and 6 months, for executive positions.
Even though there is no notice period under the FLL, the employer must notify the worker in writing of the cause or causes for dismissal. Failure to execute a dismissal within one month after the employer knew about the event that gave rise to the cause for dismissal will invalidate the action.
Written employment agreements in Mexico are mandatory. Every hired person must enter into an individual employment agreement with the employer and establish the terms and conditions of the employment. This employment agreement comprise an implied relationship of mutual trust and confidence.
In addition, employment agreements cannot contain an employee’s acceptance to waive the necessary legal grounds for justified dismissal on the part of the employer and the minimum mandatory benefits prescribed by Federal Labour Law.
Any employment relationship is subject to the principle of ‘job stability’, which is, subject to the employee’s right to keep the job as long as the employment relationship so requires.
The FLL assumes, as a general principle, that an employment agreement has been executed for an indefinite term, unless the nature or the particular type of service to be provided calls for an employment agreement for a specific job or term, or if the parties agree to execute an employment agreement for initial training or subject to a probationary period.
The FLL ensure that employment agreements for an indefinite term are for continuous work, but the parties may agree that the services be provided for a fixed term and for periodic work with a discontinuous character in cases where the services are required to be provided during a season, or are not required for an entire week, month or year.
Employment agreements executed for an indefinite term or for a specific job or term of more than 180 days, may be subject to a probationary period of 30 days, or up to 180 days for executive positions, in order to verify that the employee has the necessary knowledge and skills to perform the services for which he has been hired.
The initial training employment relationship is the relationship whereby the employee agrees to provide his personal services, under the control of the employer, in order to acquire the necessary knowledge and skills to perform the services for which he is hired. This agreement must establish a training period of three months, as a general rule, and 6 months, for executive positions.
Even though there is no notice period under the FLL, the employer must notify the worker in writing of the cause or causes for dismissal. Failure to execute a dismissal within one month after the employer knew about the event that gave rise to the cause for dismissal will invalidate the action.
by VOCSO
