Complementary provisions for the application of Silla Law

On July 17, 2025, the complementary provisions, issued by the Ministry of Labor and Social Welfare for the application of the Silla Law, were published in the Official Gazette of the Federation, called PROVISIONS on occupational risk factors to guarantee the right to rest during the working day of workers in standing in the service sectors, commerce, similar workplaces and industrial establishments.

Here's a summary of the most important aspects:

Objective:

Establish the minimum requirements for employers to provide sufficient number and type of seats or chairs with backrests suitable for workers who carry out their activities standing.

Who does it apply to?

These provisions reiterate that the application of the Silla Law is for all workplaces in Mexico that have workers who perform tasks or activities standing during their working day in the service, commercial and similar sectors, and only when the nature of the work allows it, in industrial establishments.

When will the obligations provided for in the Silla Law be enforceable?

The obligations provided for in the chair’s law will be enforceable as of December 14, 2025, so you have until that date to carry out the necessary actions for its application.

Criteria to know if the Silla Law is applicable.

The provisions issued use the term Bipedalism, that is, to work standing, to determine

whether or not the obligations are applicable by identifying the following types of standing:

• Static standing. The posture of workers who perform their tasks standing and practically without moving or with minimal movements.
• Dynamic standing. The position of workers who have the possibility of making larger journeys than in static standing.
• Prolonged standing. The posture of workers who perform their tasks standing for more than three continuous hours during their working day.

When will the obligations of Silla Law not be applicable? Based on the criteria set forth in these provisions, the Silla Law is NOT applicable in the following cases:

• If you do not have workers who carry out their activities standing.
• If you have workers who perform standing activities, but do not perform them for more than three continuous hours during their workday.

When are the obligations of the Silla Law applicable?

When you have workers who perform activities standing, for more than three continuous hours during their workday.

How do I know what obligations I have if the Silla Law applies to me?

In case your workplace is subject to the Silla Law, it is necessary to carry out an analysis based on the following diagram to identify the obligations that you must comply with.

Other obligations for employers to whom the Silla Law applies:

Record in the minutes of verification tours of the safety and hygiene commission of the workplace the occupational risks detected for people who work standing and preventive measures to avoid them.

Determine the level of risk of people who work standing based on the system of points provided for in the provisions.

Provide workers who work standing with the most appropriate type of seat or chair with a backrest based on the assessment of the level of risk in accordance with the provisions.

• Consider other preventive measures to avoid occupational risks for workers who work standing:
  • Design or adapt workstations to allow the incorporation of seats or chairs with backrests and the free movement of limbs and trunks.
  • Alternate tasks that allow the change of posture in standing and sitting.
  • Provide ergonomic footwear for standing.
  • Condition the floors in the workplace, in such a way that it has a cushioned surface (mat, carpet or soft anti-fatigue materials, among others), and
  • Establish a schedule of active breaks based on the outcome of the risk analysis (e.g., hourly breaks).
  • Inform workers who work standing up about the risks to which they are exposed and the prevention measures implemented in the workplace.
  • Signpost the areas where seats or chairs with backrests are located, intended for workers who carry out their activities standing, when these areas are different from those of the workplace.
  • Refer personnel exposed to standing for medical care, when there are signs or symptoms of discomfort or health impairment that may be related to such posture.

Obligations of workers.

A. Provide the information required by the employer to determine the characteristics of the seat, or chair with a backrest, referred to in these Provisions.

B. Participate in training and training for the proper use and maintenance of the seat or chair with backrest provided by the employer.

C. Use and care for the seat or chair with a backrest in accordance with the instructions, procedures, training and training received for this purpose.

D. Review the conditions of the seat or chair with a backrest granted.

E. Inform the employer, through the safety and hygiene commission, about anomalies in the seat or chair with a backrest, in order to provide maintenance or replace it.

F. Keep their workplaces and common areas where seats or chairs with backrests are located tidy and clean.

G. Comply with submitting to the corresponding medical examinations.

Practical considerations:

-            Determine whether the chair’s law is applicable according to the company's activity and the nature of the work.

-            Make the necessary modifications to the internal work regulations for its implementation.

-            Mandatory initial diagnosis: All workplaces with standing personnel must carry out a risk analysis, considering time, type of posture, mobility, environment and individual characteristics.

-            Formal documentation:

• Establish the Joint Health and Safety Committee.
• Prepare the occupational health and safety assessment and program or the list of preventive and corrective occupational health and safety measures, in accordance with NOM-030-STPS-2009.
• Record in the minutes of the health and safety committee the risks detected, and the measures implemented.

-            Adequate selection of furniture: Acquire and provide ergonomic seats with backrests adjusted to the level of risk of the position.

-            Adaptation of the environment: Consider anti-fatigue mats, ergonomic footwear and redesign of workstations that favor the change of postures.

-            Active breaks: Establish rest routines according to the type of standing and physical load of the worker.

-            Continuous training: Inform and train staff in the use, care and maintenance of seats, as well as in preventive measures.

-            Medical follow-up: Timely referral of workers with discomfort derived from standing work.

-            Active collaboration of the staff: Promote the participation of workers to identify needs, report failures and contribute to the order of spaces.

These measures not only comply with a legal obligation, but can also translate into greater job satisfaction, lower absenteeism and higher productivity.

Conclusion: The complementary provisions issued by the Ministry of Labor and Social Welfare for the application of the well-known "Silla Law" represent an important advance in guaranteeing the well-being and health of workers who carry out their activities on their feet. These rules clarify and specify when and how ergonomic and administrative measures should be adopted to prevent occupational risks associated with standing, promoting a more dignified, healthy and productive work environment. The entry into force of these obligations from December 14, 2025, offers employers a reasonable period to assess their current conditions, identify potential risks, and implement the necessary actions. It also establishes clear co-responsibility between employers and workers for the proper use of seats or chairs and the monitoring of occupational health.

Authors:

Emmanuel Ibarra, Partner
Email: eibarra@rrs.com.mx

Erick Garduño, Associate
Email: egarduno@rrs.com.mx

Grecia Murillo, Associate
Email: gmurillo@rrs.com.mx

Aldo Reynoso, Junior Associate
Email: areynoso@rrs.com.mx

Miriam Reyna, Junior Associate
Email: mreyna@rrs.com.mx