What is the “Chair Law” and Why is it Relevant Again for Human Resources?

Although it may seem like a novelty, the so-called “Chair Law” (Ley Silla in Spanish) is nothing new. In fact, it has been part of Mexico’s Federal Labor Law for over 50 years. But in recent months, it has gained attention in the media, on social networks, and in STPS inspections. Why? Because it’s one of those issues that many employers have long overlooked… until now.

What does the law actually say?

Article 132, Section V of the Federal Labor Law states that employers must provide chairs with back support to workers whenever the nature of their work allows it. In other words: if your staff is standing for long periods without a functional reason, you need to provide them with chairs. It’s that simple.

The General Workplace Safety and Hygiene Regulations also reinforce this requirement, setting minimum ergonomic conditions in the workplace.

Why is this important for Human Resources?

Because this rule goes beyond legal compliance. It has a direct impact on physical health, workplace climate, and productivity. In addition, an inspection can result in fines, reputational risk, and most importantly, a loss of employee trust.

For the Human Resources area, the Chair Law represents an opportunity to review ergonomic conditions, redesign workspaces, and reinforce a culture of care.

Not sure if this rule applies to you?

Ask yourself:

• Does the activity truly require employees to stand all day?

• Could the job be performed just as well while seated?

• Do you have documentation to justify standing requirements during an inspection?

If your answer is “I don’t know” or “I’ve never reviewed it,” now is the time.

In summary

Complying with the Chair Law is not just an obligation, it’s a best practice. At InterHuman, we help our clients align their operations not only with the law but also with common sense. A chair may seem minor, but it’s a symbol of respect, health, and workplace dignity.

Manuel González