On February 21, 2025, reforms to the Infonavit Law and the Federal Labor Law were published in the Diario Oficial de la Federación, introducing significant changes that affect both employees and employers.

New Obligations for Employers: Article 29 of the Infonavit Law was amended to eliminate the suspension of mortgage loan payment deductions when employees are on leave due to inability or absence, even if they are not receiving a salary. This means that companies will now be responsible for covering these payments during such periods, creating an additional financial burden.

This measure has raised concerns in the business sector, as it could affect employers’ fundamental rights and impact on the financial stability of organizations. Some experts suggest that this reform may be challenged through an amparo lawsuit.

Social Housing: New Options for Employees: Additionally, the reform grants Infonavit the authority to build housing through a subsidiary company that, while linked to the Institute, will not be considered a state-owned entity. The housing units built or recovered will be offered under a social rental scheme with a purchase option, aiming to improve access to housing for eligible employees.

Employees with at least one year of continuous contributions will be able to participate in the social rental program for housing near their workplace and access purchase option programs. Furthermore, when applying for an Infonavit loan, employees will have three alternatives:

1. Acquiring a new home
2. Purchasing an existing home
3. Financing a plot of land for construction, renovation, or home expansion

Before taking out a loan, employees must receive clear information regarding its legal and financial conditions. In case of job loss, they will be eligible for payment extensions of up to 24 months without additional interest. Additionally, employees who have made payments on their loan for more than 30 years will be released from any remaining balance.

In addition to these housing-related provisions, the Federal Labor Law was also amended to establish that deductions from minimum wages may not exceed 20% of the employee’s monthly base salary for loans and 30% for rent payments.

Recommendations for Companies: Given the impact of these reforms on employer obligations, companies must adopt a proactive approach to ensure compliance and mitigate legal risks. It is advisable to analyze each case individually to determine whether legal remedies, such as an amparo indirecto, should be pursued within the established deadlines.

At Calderón Marín, we are ready to assist you in understanding and implementing these changes, ensuring compliance and minimizing any labor or social security risks. Please do not hesitate to contact us for further guidance on these labor reforms.