Under Mexico’s General Law for the Inclusion of People with Disabilities 2011 (Ley General para la Inclusión de las Personas con Discapacidad), all public and private employers must address the needs of employees with disabilities (Art. 3). There is no minimum headcount threshold, so even small businesses fall within scope. The law defines a person with a disability as anyone with long-term physical, mental, intellectual or sensory impairments that interact with barriers to limit full participation (Art. 3). “Workplace adjustments” refers to any modifications or adaptations that allow an employee with a disability to perform their role.
Article 12 of the General Law sets out the obligation to provide workplace adjustments whenever required, unless doing so would cause unjustified hardship. Common examples include adjusting workstations, providing assistive technology, offering flexible schedules, installing ramps or lifts and arranging interpretation services for hearing-impaired staff. Employers must also consider job restructuring or reassignment of non-essential tasks to remove barriers.
When an employee requests a workplace adjustment, the employer should engage in an open dialogue to understand the specific need. While the statute does not mandate a strict deadline, best practice is to respond in writing within 10 business days of the request. Documentation might include a medical certificate or functional assessment. Employers and employees should jointly agree on the scope and duration of the adjustment, documenting all steps in writing.
Individuals who believe their request was ignored or denied can file a complaint with the National Council for the Development and Inclusion of Persons with Disabilities (Consejo Nacional para el Desarrollo y la Inclusión de las Personas con Discapacidad, CONADIS). CONADIS investigates alleged discrimination and can impose administrative sanctions. Fines range from MXN 50,000 to over MXN 1,000,000, plus orders to implement corrective actions or reinstate terminated employees.
Managing workplace adjustments requests under General Law for the Inclusion of People with Disabilities 2011 can be complex—multiple forms, strict timelines, and cross-team coordination all add burden.
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Start with a clear internal policy that outlines how employees can request workplace adjustments. Include a simple form and designate a single point of contact.
Train supervisors to recognize and respond to requests promptly. Early conversations often prevent misunderstandings and keep productivity on track.
Keep records of every step—from initial request to evaluation, decision and implementation. This audit trail is invaluable if a dispute arises.
Avoid blanket denials based on cost. If an adjustment appears expensive, explore phased approaches or shared solutions across teams.
