Global Payroll Services in Mexico

Already have a Mexican entity, or running payroll across several countries? We place you with a vetted Mexican payroll partner who keeps income tax withholding, social-security contributions, and statutory filings exactly right, while you stay the legal employer and we stay on your side.

  • Independent advice
  • Vetted partners
  • Multi-country ready

What running payroll in Mexico involves

If you already employ people through your own Mexican entity, you stay the legal employer, but you still have to run payroll correctly every month: ISR (Impuesto Sobre la Renta) income tax withheld and remitted to the SAT (Servicio de Administración Tributaria), IMSS (Instituto Mexicano del Seguro Social) social-security contributions, and a separate INFONAVIT (Instituto del Fondo Nacional de la Vivienda para los Trabajadores) housing-fund contribution, three distinct obligations rather than one. This is where a specialist payroll partner earns its place: you keep the employment relationship, they keep the mechanics right across all three.

01

You stay the employer

You stay the legal employer of your Mexican staff. The payroll partner runs the monthly mechanics; you keep the employment relationship.

02

Accurate every cycle

ISR withholding, IMSS contributions, and the INFONAVIT housing-fund payment calculated correctly, payslips issued, and CFDI de Nómina electronic payroll receipts stamped for every employee, every month.

03

Multi-country consolidation

Run payroll across several markets under one partner and one process, instead of juggling a different vendor and a different standard in every country.

How managed Mexican payroll works, step by step

From onboarding your employee data to filing and reconciliation.

01 — Scope & onboard

We map your entity, headcount, and where you employ people, place you with the right vetted Mexican payroll partner, and onboard your employee data.

02 — Set up calculations

ISR withholding, IMSS and INFONAVIT contributions, and any statutory benefits configured correctly to current Mexican rules, so every payslip is right from the first run.

03 — Run monthly payroll

Salaries calculated, ISR, IMSS, and INFONAVIT withheld and remitted, CFDI de Nómina receipts stamped, and people paid on schedule, every cycle.

04 — File & reconcile

Statutory filings to SAT and IMSS made on time via the SUA/IDSE system, generally due around the 17th of the following month, with INFONAVIT filed on its own bimonthly schedule, and annual reconciliation handled for you.

What payroll in Mexico costs

Mexican payroll runs on a strict filing calendar, not just a headline rate. Every payslip needs a CFDI de Nómina invoice stamped and validated, monthly ISR remitted to SAT, and separate IMSS and INFONAVIT contributions filed on their own schedules. The value of the partner is getting the cadence right every cycle, not just the maths.

Filing cadence

ISR withheld and remitted to SAT monthly; IMSS contributions filed via SUA/IDSE, generally due around the 17th of the following month; INFONAVIT filed on its own bimonthly schedule.

CFDI de Nómina

Every payslip needs an electronic payroll invoice, CFDI de Nómina, stamped and validated before it is compliant, not an optional add-on.

48-to-40-hour reform

A constitutionally mandated phase-down from 48 hours in 2026 to 40 hours by 2030, with mandatory electronic time-registration from 1 January 2027, an active compliance item for payroll and time systems alike.

Payroll partner fee

A transparent per-employee or per-payslip fee. We benchmark across our vetted network, typically 15 to 25% below going direct.

Why run it through Bradford Jacobs

One partner, many countries

If you run payroll across several markets, we consolidate it through vetted partners under one point of contact, not a different vendor and a different standard in every country.

  • Independent advice
  • Vetted partners only
  • On your side at renewal

Pricing you can’t get direct

Mexico runs monthly ISR and IMSS filings alongside a separate bimonthly INFONAVIT contribution and a CFDI de Nómina stamping requirement on every payslip, and getting any one of these wrong is an easy, visible mistake. We benchmark across our payroll network for rates typically 15 to 25% below going direct, and renegotiate for you at renewal.

  • 15-25% below direct
  • Network benchmarking
  • Renegotiated for you

Dual-system rules that expose risk

The IMSS/INFONAVIT contribution split, two separate systems under two separate laws, and the annual Participación de los Trabajadores en las Utilidades (PTU) profit-sharing calculation. We place you with partners who get the specifics right, and we stay on your side if anything needs escalating.

  • Direct escalation
  • No support queues
  • Named account contact

20+ years and the local detail

Two decades running compliant payroll across global markets, including Mexico’s dual IMSS/INFONAVIT filings, CFDI de Nómina stamping, and the aguinaldo and PTU deadlines that catch new entrants off guard.

  • Two decades of payroll
  • Deadlines & filings
  • Year-end handled

Built to scale across markets

Run payroll in one country or twenty through one partner and one process. As you add markets, the standard does not fragment, you keep a single point of contact and consistent compliance everywhere.

  • One process everywhere
  • Single point of contact
  • Consistent compliance

The payroll slips SAT never misses

These are the ones that catch foreign employers, and the reason a specialist partner pays for itself.

Tax & contribution rates

Misapplying ISR withholding brackets. Getting the IMSS employer-versus-employee split wrong, or treating INFONAVIT as a line inside IMSS rather than the separate, employer-only contribution it is. Missing the annual aguinaldo or prima vacacional payment, or the PTU calculation. Each is easy to get wrong alone and visible to SAT and IMSS when you do.

Filings, deadlines & reporting

Late CFDI de Nómina stamping, a missed SUA/IDSE filing to IMSS, or a bimonthly INFONAVIT remittance that slips, where penalties and interest apply automatically. None of these are hard for a specialist; all are easy to get wrong alone. That is the whole case for getting your Mexican payroll partner right.

What managed payroll covers

One transparent fee covers the full monthly payroll cycle. No hidden extras.

Tax & social contributions

Compliant Mexican payroll processed monthly, with ISR withholding, IMSS, and INFONAVIT contributions correct every run.

Payroll & filings

Monthly payroll run, with ISR calculated and remitted to SAT, IMSS filed via SUA/IDSE, and a CFDI de Nómina receipt stamped for every payslip.

Statutory benefits

All statutory benefits administered: aguinaldo, prima vacacional, PTU profit-sharing, vacation days under the vacaciones dignas rules, and severance.

Compliance & support

Ongoing HR compliance and a single point of contact, for the life of the engagement.

Your questions answered

Straight answers on running compliant payroll in Mexico.

Do I need a Mexican entity to use payroll services?

Yes. Payroll outsourcing assumes you are the legal employer, which usually means you have a Mexican entity, typically an S.A. de C.V. or S. de R.L. de C.V. If you have no entity and do not want one yet, you need an EOR instead, where the partner is the legal employer. We will confirm which applies to you.

ISR calculation and remittance to SAT, employer and employee IMSS contributions, the separate INFONAVIT housing-fund payment, CFDI de Nómina stamping, statutory benefits and leave, payslips, and all statutory filings on schedule. You keep the employment relationship; they keep it compliant and on time.

The constitutional reform phases the workweek down from 48 hours in 2026 to 40 hours by 2030, two fewer hours each year from 2027, with no reduction in pay or benefits permitted. From 1 January 2027, a new mandatory electronic time-registration system also comes into force, so payroll and time-tracking systems need to be ready to capture hours correctly as the phase-in progresses.

Employer IMSS and INFONAVIT contributions combined run roughly 27 to 31%+ of the salario base de cotización (SBC), on top of mandatory aguinaldo, prima vacacional, and PTU obligations. Add the transparent payroll partner fee and you have your all-in cost.

Yes, and it is one of the main reasons companies come to us. One point of contact and a consistent process across markets, rather than a separate provider and a different standard in every country.

Yes. When you incorporate and become the legal employer, we move your people from the EOR arrangement onto your own compliant Mexican payroll, and manage the handover so nothing is missed.

Need compliant payroll in Mexico?

Tell us your entity setup and headcount and we will come back with the right partner and pricing you will not get direct, usually within a day. One process, every country you operate in.

Tax and labour data verified July 2026 (SAT, IMSS, INFONAVIT). Figures change; we confirm the current position when we scope your payroll.