Legal framework and the use of AI in employment decisions in Mexico

The integration of algorithms and artificial intelligence to optimize Human Resources operations is an undeniable reality in Mexico. However, delegating decisions that directly impact formal employment requires a deep understanding of the current regulatory environment. Automated tools for personnel selection, performance evaluation, and contract termination must operate strictly under the legal framework for the use of AI in labor decisions in Mexico.

Employer obligations regarding the use of algorithms Companies must be aware of the employer obligations regarding the use of AI in labor decisions: what the law says. Under Mexican labor law, any act that modifies, suspends, or terminates an employment relationship must be fully justified and supported by objective evidence (Article 47 of the LFT). If a company uses an automated system to decide on a contract termination or to discipline an employee, the employer is obligated to demonstrate the logic of the algorithm to avoid accusations of discrimination or automated bias.

Therefore, the critical question arises: how to ensure transparency and legal compliance when using AI in dismissals and evaluations? The answer is simple: technology must not replace legal documentation; it must strengthen it.

Each evaluation or notification automated by Sora's AI is immediately integrated into the employee's file through transparent and auditable workflows.

[AI Decision] ➔ [LFT Rules Validation] ➔ [Cryptographic Signature with Biometrics] ➔ [Armored File]

Evidence of Informed Consent For any advanced data processing to be valid before Mexican authorities, the employer must obtain informed consent for the processing of biometric data in HR. Sora solves this flawlessly starting from onboarding: the employee validates their official document before RENAPO and accepts the terms using a Cryptographic Signature with Facial Biometrics.

This procedure grants an irrefutable legal presumption of attribution and ensures absolute traceability in the company's labor compliance, demonstrating before any court that the use of technologies in personnel management is carried out with full respect for the human and labor rights of the workers.