LFT commission and bonus schemes: Validity with AI

For a large part of companies in Mexico —especially in commercial, financial, retail, and technology sectors— variable compensation represents a significant percentage of employees' total compensation. Designing attractive schemes for commissions, performance bonuses, or conditional gratuities is a key tool to boost operational performance. However, the way these plans are agreed upon and documented determines whether the company will maintain a healthy labor relationship or if it will face highly severe hidden liabilities.

The risk of integrated salary and unsigned agreements

According to Article 84 of the Federal Labor Law, salary is integrated with payments made in cash for daily rate, gratuities, perceptions, housing, premiums, commissions, benefits in kind, and any other amount or benefit given to the worker for their work.

A recurring error in Human Resources is managing commission rules in informal emails, sales presentations, or on-the-fly verbal adjustments. If at the time of terminating the labor relationship the ex-employee demands the payment of supposedly earned commissions or requests the inclusion of an extraordinary bonus in the calculation of the integrated daily salary, the lack of an individually signed commission plan will place the company in an extremely fragile litigation position.

[Commission Plan Design] ➔ [Annex to Contract by AI] ➔ [Cryptographic Signature with Biometrics] ➔ [Shielded File]

Transparent Formalization and Cryptographic Signature

Specialized platforms like Sora allow organizations to manage incentive policies with absolute legal certainty:

1. Generation of the Commission Annex: The platform drafts the conditions of the plan, specifying compliance metrics, cutoff periods, payment causes, and conditions for accrual.

2. Cryptographic Signature with Facial Biometrics: The employee reviews and signs the plan through real-time identity verification with RENAPO servers using facial liveness tests.

3. High-Level Encryption: The signature is stored under the ed25519 standard with a personal, non-transferable PIN, operating under the zero-knowledge principle.

4. Integration into the File: The signed annex is immediately attached to the worker's file, supporting the salary composition in the event of any audit or litigation.

Documenting variable perceptions from the beginning ensures a clear framework of labor compliance for both parties, preventing misunderstandings and reducing contingencies in the calculation of severances.