Employer of Record · PEO · Mexico · REPSE-registered
Employer of Record (EOR) and PEO Services in Mexico
Companies that hire employees in Mexico without a legal entity behind them do not have a paperwork problem. They have joint liability for wages and social security, invoices their auditors cannot deduct, and exposure to fines from the Ministry of Labor. Most global platforms solve this by routing your people through an undisclosed local partner. We are the local partner: a 20-year-old Mexican company with its own entities, REPSE registration, IMSS employer accounts and HR staff inside the plants. With our employer of record in Mexico, the company on the employment contract is the company you signed with.
Hire in Mexico without an entity
Tell us about your operation. A bilingual specialist replies within one business day — by email or WhatsApp, your choice.
Prefer a call? 800 9000 001 (Mexico) · WhatsApp +52 657 101 0544 · luis@staffing-people.com
What you get
What our EOR service in Mexico covers
Our employer of record services in Mexico start where most quotes stop. We become the legal employer of the people you select; you keep day-to-day direction of their work, we carry every obligation Mexican law puts on an employer — and you see everything, in real time, in a portal your own HR and finance teams can log into.
Contracts under Mexican law
Employment agreements in Spanish that hold up before a labor court: probation periods, job description, wage structure, hours and rest days under the Federal Labor Law.
Payroll, ISR and CFDI e-invoicing
Gross-to-net with the current tax tables, income-tax withholding, employment subsidy, and the CFDI digital stamp on every payslip — the stamp is what makes payroll deductible.
IMSS, INFONAVIT and SAR
Enrolment on day one, contribution filings, salary-base adjustments, work-risk premium management, and the housing-fund credit deductions the authorities order.
Statutory and above-statutory benefits
Aguinaldo, vacation and vacation premium under the 2023 reform, Sunday premium and profit sharing (PTU), plus whatever your offer letter promises on top.
Terminations and severance
Resignations, contract endings and dismissals calculated and documented correctly — finiquito or liquidación, settlement before the labor authority when required.
Monthly compliance evidence
The IMSS, SAT and INFONAVIT proof package an auditor asks for, delivered with the invoice every month rather than chased at year end.
The compliance floor
Why your employer of record in Mexico must be REPSE-registered
In April 2021 Mexico rewrote the rules. Subcontracting personnel — one company supplying its workers to another — became illegal outright. What survived is the specialized service: work outside the client’s core activity, delivered by a provider registered in REPSE, the Ministry of Labor registry renewed every three years against live tax and social-security compliance.
For a foreign buyer the translation is short. Joint liability is the Mexican cousin of co-employment liability: if your provider stops paying wages, IMSS or INFONAVIT, the workers can claim against your company too. Deductibility is the other half: the tax authority can reject the entire expense and the VAT credit if the provider was not registered when it invoiced you. Fines run from 2,000 to 50,000 UMA per infringement, and they apply to the client as well as the provider.
This is where the platform model gets uncomfortable. A global EOR app is usually not the Mexican employer — a local partner is, and you rarely see its legal name or its REPSE status. You end up jointly liable for a company you were never introduced to. We hand you the registration notice with the proposal, in the legal name that will invoice you, so your legal team can verify us before there is a contract to review. See everything we run in Mexico on our workforce solutions hub.
Verify any provider in three minutes
- Open the public registry at repse.stps.gob.mx.
- Search the legal name that will appear on your invoices and confirm the registration is vigente — active.
- Check that the registered activity matches what you are contracting, and ask who signs the employment contracts.
If a provider cannot give you a legal name to search, you have your answer. Spanish reading: servicios especializados REPSE.
Three ways to employ in Mexico
EOR, PEO or your own Mexican entity
The three models are less competitors than stages. The honest advice depends on headcount, time horizon and how core the work is.
Employer of Record
Our entity is the legal employer. You choose the people and direct the work; we hire, pay and carry the liability. No incorporation, no Mexican tax ID, no local bank account, and you can be operating in weeks. The fit for market entry and for teams of one to fifty.
PEO-style co-employment
In the United States a PEO shares employer status with you. Mexico has no co-employment statute, and an arrangement resembling shared employment of your core workforce is what the 2021 reform prohibits. What is legitimate is administrative: you already have a Mexican entity, and we take over payroll, benefits and compliance under it.
Your own subsidiary
Full control and the lowest per-head cost once you are past roughly fifty employees. The price is incorporation, a tax ID and bank account, statutory books, a legal representative and transfer-pricing documentation. We manage payroll under your entity when you get there.
A note on permanent establishment. A properly structured EOR relationship does not, by itself, create a taxable presence in Mexico for your parent company. Employees who negotiate or conclude contracts on your behalf can. Worth asking your tax adviser before you scale a sales team here; we document the arrangement in whatever form the adviser needs.
Who we employ for
Industries we hire for in Mexico
Most global providers are built for a software engineer working from home in Guadalajara. We do that — and the part they cannot: people who clock in at a plant.
Automotive, electronics, appliance, aerospace and metal-mechanic operations. Engineers, quality and materials staff; if you also need production crews on the floor, that is industrial staffing under the same roof.
Process, automation and maintenance engineers — profiles in genuinely short supply in the border and Bajío plazas.
Country managers, sales and customer-service teams, finance and shared-services staff for companies opening a Mexican market without opening a Mexican company.
Supervisors, planners and warehouse management for cross-border operations along the El Paso–Juárez corridor.
How it works
From offer letter to first payroll
1 · Diagnostic
One bilingual call: how many people, which profiles, which state, what you promised them and when they start. We tell you whether EOR is the right instrument or payroll under your own entity is.
2 · Employment cost quote
An itemized figure per employee per month — gross salary, the statutory load on top, benefits and our fee, broken out so your finance team sees what it is approving.
3 · Contracts and onboarding
Service agreement with you, employment contracts with each person, REPSE notice as an annex. IMSS enrolment from day one and a bilingual contact for your HR team.
4 · Payroll, compliance and reporting
Payroll runs on your calendar with every payslip stamped, contributions filed, and the compliance package delivered with the invoice — visible in real time.
Why Staffing People
A Mexican employer, not a dashboard with a Mexican partner
- Twenty years as a Mexican employer — our own entities, IMSS accounts and offices in Ciudad Juárez, Monterrey and San Luis Potosí.
- REPSE registration you can verify before you sign, in the legal name that invoices you.
- PwC-audited processes: our payroll and compliance operation is reviewed by an independent third party.
- Fortune 500 manufacturers on the client list — Foxconn, 3M, Continental, Valeo, Mitsubishi, Motherson, Coca-Cola, OXXO, Grupo México and Comex among them. For several we recruit, manage and pay their industrial workforce in Mexico.
- “Zero Errors or We Pay the Fine” — our written guarantee on the payroll we run for your people: if a filing error of ours triggers a penalty from IMSS or the SAT, we pay it. We can promise that because the payroll is processed in-house.
- Full visibility in real time: headcount, payroll cost, filings and compliance evidence in a portal, not in a quarterly summary. The most common complaint about outsourcing in Mexico is losing sight of your own people. You will not.
Clients
Coverage
Where we can employ your people
Nationwide, with consolidated operations and local wage intelligence in eight states, and offices in Ciudad Juárez — our headquarters — Monterrey and San Luis Potosí.
State payroll tax runs on its own rate in each of them, and the prevailing wage for the same job title can differ sharply between Juárez and the Bajío. Both are in the quote before you hire.
Cost
What drives the cost of an EOR in Mexico
EOR is quoted per employee per month, on top of the employee’s own compensation. We do not publish a rate card, because the number depends on variables we would be guessing at:
- Salary level and profile. Statutory contributions are calculated on the contribution base salary, so the load scales with pay.
- The state. Payroll tax is state law and varies; so does the local wage market.
- Headcount and duration. Twenty people for three years and two people for six months are not the same service.
- Benefits above the statutory minimum, which carry their own tax treatment.
- Work-risk classification. A plant engineer and a desk-based analyst sit in different IMSS risk premiums.
The comparison worth running
Before comparing EOR fees against each other, compare the total against what your own Mexican entity would cost: incorporation, a legal representative, accounting, statutory books, transfer pricing and the headcount to keep it filed. Below roughly fifty employees the entity almost never wins. Above it, we will tell you so — and run the payroll under your entity instead.
FAQ
Employer of Record in Mexico: frequently asked questions
What is an Employer of Record in Mexico and who is the legal employer?
Is an EOR legal in Mexico after the 2021 outsourcing reform?
What is the difference between an EOR and a PEO in Mexico?
How fast can you onboard an employee in Mexico?
Can you employ factory workers, not just office staff?
What happens if we later open our own Mexican entity?
Do we lose visibility of our own people?
Hire in Mexico in weeks, under an employer your auditors can verify
Send the roles, the state and the start date. You get an itemized employment-cost quote and our REPSE registration notice — and you talk to the founder, in English, the same business day.