The Chair Law and its impact on the labor file in 2026

On June 17, 2025, the so-called “Silla Law” (Right to Sit Law) came into force in Mexico. This provision requires companies in sectors such as retail, restaurants, call centers, and light manufacturing to guarantee their employees the possibility of sitting down during their working hours.

Although the measure seems simple, in terms of labor compliance it implies new documentation obligations: the STPS (Ministry of Labor and Social Welfare) has already announced that it will review how companies are applying this provision, and the evidence must be within each worker's personnel file.

What changed with the Silla Law?

Before: there was no specific regulation regarding the right to sit during operational activities.
Now: companies must comply with three main obligations:

1. Allow seated breaks during the workday.

2. Adapt spaces and furniture to make this possible.

3. Document internal policies and their communication to workers.

Fines for non-compliance can reach up to 2,500 UMAs, which is equivalent to hundreds of thousands of pesos.

What must be in the personnel file

To demonstrate compliance, the personnel file must include documents that were not previously considered mandatory:

• Internal policy on the Silla Law, signed by the employee as received.

• Furniture delivery receipt, when applicable (ergonomic chairs, rests at workstations).

• Certificate of ergonomics training, if the company implements it as a preventive measure.

• Evidence of internal inspections ensuring compliance with the provision.

  
  

The risk of not updating documentation

Failing to include this information in the personnel file not only opens the door to penalties:

• It can invalidate defenses in the event of an inspection or complaint.

• It increases the company's vulnerability to unions and authorities.

• It exposes the company to individual or collective labor lawsuits.

  
  

The platform that simplifies compliance with the Silla Law

Sora.mx allows companies to document these new obligations simply and securely:

• Upload internal policies directly into the digital personnel file.

• Workers' advanced electronic signatures with legal traceability, which are fully dynamic and valid before the law even without official paper documentation.

• Automated checklist that reminds HR which documents must be added following the entry into force of the Silla Law, allowing you to differentiate between the files of your various employees.

• Real-time audits that alert if any file lacks the required evidence.

With Sora, compliance with the Silla Law becomes part of the natural document management flow, without extra processes or risk of omissions.

A new obligation, a new opportunity

The Silla Law sets a precedent: every labor reform requires not only operational changes, but also documentation changes. The personnel file is the first place where the authority will verify compliance.

With Sora, companies turn these reforms into an opportunity to demonstrate responsibility, transparency, and legality, shielding themselves against penalties and strengthening trust with their collaborators.