Absolutely! Employer of Record is your legal gateway to hiring software developers without the complexities of opening a legal entity abroad. Your EOR partner serves as the legal employer of programmers on your behalf, taking care of all the admin functions, like payroll, HR, legal, and benefits management. They also assume full liability for adhering to local labor laws, employment rules, and tax obligations, bearing any potential legal risks.

But make no mistake—you remain the one and only real employer of software engineers. From day one, you manage your team directly and integrate it into your culture and practices. All the bureaucracy? Gone. Legal risks and admin burdens? Off your shoulders. Instead, you focus on what matters the most—developing your software product.

So, an EOR service in Mexico is simply a means for tech companies to swiftly expand into new markets and hire a development team compliantly. Exactly what tech companies like BigCommerce, People.ai, Dotmatics, and Sift did. With the help of Alcor, an EOR provider for tech, they have seamlessly and securely built fully backed teams of 30+ developers and fast-tracked their product growth.

There are two prevalent models for hiring Mexican developers: employment agreement and B2B contract.

An employment agreement forms an employer-employee relationship governed by Mexico’s Federal Labor Law. For employers, this type of employment comes with tax obligations, including paying payroll taxes and social security contributions (SSC), as well as withholding income tax and SSC on behalf of the employee. Plus, it’s full of rigorous working terms and employee termination procedures. That’s where Alcor’s IT EOR in Mexico can serve as your lifeline in the deep employment waters.

For employees, an employment contract serves as a safety net, securing their salary amount, benefits, working hours, paid time off (PTO), and termination terms. The downside? Their salary is paid in a local currency, which may be affected by inflation.

A B2B contract is signed between a hiring technology company and a software developer, establishing a contractor-client relationship governed by civil or commercial law. The programmer must register as a sole trader (persona física con actividad empresarial) with the Mexican Tax Authority to provide IT services.

Unlike an employment agreement, in B2B relations, the employer is free from tax obligations, while the contractors handle taxes and social contributions on their own or via an EOR vendor in Mexico. The reward is paid in a foreign currency, so inflation and exchange rate fluctuations are not an issue. However, benefits, PTO, and working terms are typically negotiated individually and are often more restrictive than those outlined in the employment contract.

An employment agreement typically entails tax obligations for both the employer and the employee.

What does the employer’s share include?

1. Social Security Contributions are determined at the federal level and collected by the Mexican Social Security Institute (IMSS). They include sickness and maternity, disability, retirement, unemployment, and other contributions. SSCs constitute a total of about 24%-43%, depending on the developer’s gross salary and occupational risk classification, and should be paid by the 17th of each following month.
2. Payroll tax is calculated at the state level, constituting 3% for technology hubs such as Mexico City (CDMX), Guadalajara, Monterrey, and Querétaro. It’s paid monthly, with deadlines varying by state. An Employer of Record company in Mexico, like Alcor, can take care of the taxes for you, so you wouldn’t have to worry about miscalculations or missed deadlines.

Now, the employee’s share:

1. Personal income tax follows a progressive structure, with rates ranging from 1.92% and up to 35%, depending on the employee’s gross earnings. Both locally registered and foreign tech companies that engage Mexican software developers must withhold and remit income taxes on their employee’s behalf by the 17th of each following month.
2. Social Security contributions on the employee’s side are much lower compared to those of the employer, constituting a total of only 2.8%, which includes:

• Social Security contribution: 1.26%
• SSC, additional fee: 0.40%
• Unemployment and old age: 1.125%

The second employment model is the B2B contract, which allows tech companies to hire Mexican software engineers as contractors. In this case, paying payroll taxes is not mandatory for the company. Hence, developers should cover:

1. Personal income tax, which ranges from 1% to 2,5%, depending on the developer’s gross earnings.
2. Social Security contributions are not mandatory.

Mexico is a goldmine of skilled software engineers, offering a competitive advantage without the Silicon Valley price tag. The average senior developer salary here constitutes about $57,800 per year. Mexico City boasts the highest annual pay in the country, with developer wages reaching up to $80,000. In contrast, Merida and Tijuana offer more cost-effective options, with an average of $65,500 for senior tech talent.

Even the most in-demand tech experts don’t break the bank in Mexico. DevOps Engineers, Mobile developers, AI Engineers, Cloud Developers, and others cost about 47% less compared to their US counterparts. See yourself:

So, how much should you really budget to hire a software developer in Mexico? To break down the total cost beyond just salary, you need to include:

• annual income of a software engineer,
• taxes, social contributions, and additional payments presupposed by the local labor laws,
• employee benefits package, which typically includes health insurance, professional training, hardware, and corporate merchandise, totaling about $6,500 in Mexico and $15,400 in the US per developer/year,
• recruitment fee, which is typically 20% in Mexico and 30% in the US of the senior developer’s gross annual salary.

Have a sneak peek at the figures:

Contact Alcor, your EOR service provider in Mexico, to get precise payroll calculations for your tech positions and discover your true savings.

When hiring software engineers in Mexico, as an employer, you must comply with statutory employee benefits outlined in federal labor laws. They are mandatory for tech specialists working on the employment contract. Failure to provide these benefits may lead to legal troubles, penalties, and fines.

So, what are these statutory employee benefits?

• Social security (IMSS), including retirement, unemployment, healthcare, disability & life insurance, parental leave, occupational risk, nursery benefits, and social housing;
• Aguinaldo (13th-month salary) is equal to 15 days of the employee’s annual wage. This bonus payment must be disbursed by December 20th each year.
• Profit sharing involves distributing 10% of the company’s annual taxable profits among workers based on their salaries and the number of days worked.
• Annual leave consists of paid days off, calculated based on the years worked by an employee, and a 25% Prima bonus of the employee’s pay.
• National holidays, including Christmas Day, New Year’s Day, and Independence Day, are all set out in the Mexican Federal Labor Law.
• Severance pay is paid to an employee in the event of termination and varies depending on the reason for termination.

There are also supplementary employee benefits, which are optional but good to have if you want to attract top software engineers in Mexico, like:

• Private medical insurance is a common addition to the IMSS basic medical coverage, usually covering hospitalization, vision & dental, emergencies, etc. There are both employee-only plans and family coverage.
• Life insurance provides financial protection to employees’ beneficiaries in case of death or accidental disability.
• Internet allowance, relevant for international dev teams working remotely;
• Tech courses & English classes to promote professional development;
• Stock options are predominantly offered to C-level experts.

According to Mexico’s labor law, the standard workweek in the country is 48 hours, with the possibility of overtime, which should not exceed 3 hours per day and 9 hours per week. The overtime compensation is generous—200% of the standard rate in regular hours and 225% on Sundays or national holidays.

When you hire a software developer in Mexico, their probation period lasts 180 days, which is a standard probation period for technical roles. For other jobs, it’s 30 days. Usually, this time is enough to test the skills and assess the performance of the new hire. We at Alcor guarantee only high-quality tech talent, with 98.6% of our hires passing probation with flying colors. And in the rare case that someone doesn’t meet your expectations, we provide a replacement free of charge.

Software developers working on an employment contract in Mexico are entitled to the following paid time off (PTO):

• Annual leave ranges from 12 to 30 working days, depending on the total years worked for the company. It’s paid at 100% of their standard wage plus a 25% vacation bonus. Vacation can only be compensated with money upon contract termination.
• Sick leave is covered by social security at 60% of salary from the 4th day for up to 52 weeks (approximately 1 year). To qualify, an employee must provide a medical certificate from a recognized medical authority.
• Maternity leave lasts for 84 calendar days. It is typically divided into 42 days before and 42 days after the birth of a child, starting at least 14 days before the due date.
• Extraordinary paid leave includes cases of paternity leave, which lasts 5 days, and bereavement leave of up to 5 days. The employer compensates both of these leaves at 100% of the developer’s standard salary.
• Public holidays in Mexico include 7 paid days, as per the annual leave entitlements for the year 2025. If an employee is required to work on a national holiday, they should receive compensation almost triple their regular salary.

When a US-based tech company hires software developers in Mexico, it should consider visa requirements. To travel on a business trip to the United States, a Mexican programmer should obtain a B1/B2 visa, which permits a stay of up to 6 months, depending on the visa’s validity. It allows business-related activities, such as attending conferences and meetings, participating in short-term training or team-building sessions, and exploring partnerships, but not permanent work in the United States.

To get it, a Mexican citizen should

• Complete Form DS-160,
• Pay the application fee of $185,
• Schedule and pass the interview at the nearest U.S. embassy/consulate,
• Prepare documents, including a valid passport, proof of corporate ties, and financial proof (bank statements, sponsor letter, etc.).

But no need to stress over these visa challenges. Alcor, your Employer of Record service provider in Mexico, can seamlessly handle all aspects of visas for your software engineers, just like we did for US tech company ThredUP.

The termination of an employee in Mexico is governed by federal labor law, which establishes strict guidelines for the termination process, thereby protecting workers’ rights and posing risks for employers. Luckily, there are EOR companies in Mexico like Alcor that serve as your compliance buffer, ensuring a smooth employee offboarding process.

General termination rules:

The notice period is not required. The employer must notify the employee of dismissal reasons within 5 days.

Dismissal can be justified or without cause. When it is justified, it is recommended to have at least two witnesses at the moment of dismissal.

Termination payments:

• Compensation for unused vacation days, pro-rated 13th-month salary, and any pending compensation for days worked but not yet paid (also applied to termination during probation period).
• Severance payments:
  • 90 days’ salary;
  • 20 days’ salary per year of employment;
  • 12 days’ salary per year of employment.

Pregnant women, union leaders, and employees on sick leave have special protections; termination requires additional justification or approval.

Expanding your development team abroad often means establishing a local legal entity, which varies from country to country based on the local laws of business incorporation. Generally, you would need to navigate complex legal requirements, including selecting the type of entity, registering with relevant authorities, opening bank accounts, and ensuring compliance with local tax and social security laws.

The business incorporation process can drag on for months, draining tens of thousands of dollars in legal fees, registration, and insurance. What is even worse, failing to comply with local laws and practices can expose your tech company to hefty fines or even legal actions, putting your expansion plans at risk.

The EOR solution in Mexico allows you to bypass the lengthy and expensive route of setting up your own entity abroad. For instance, with Alcor EOR for tech, you can hire developers through our readily established legal entities in LATAM or Eastern Europe, saving an average of 3.5 months on business incorporation. Plus, manage admin and legal complexities hassle-free. It’s a faster, safer way to expand your business compliantly without the financial burden.

Alcor’s Employer of Record for Tech is a 360-degree solution devised for the compliant and seamless hiring of software engineers in Latin America and Eastern Europe. With no need to open a legal entity, it saves tech companies an average of 3.5 months and tens of thousands of dollars in setup costs. This means you can skip the red tape and build your own team of 30+ developers in just three months, accelerating your software development and unlocking faster growth.

With our Employer of Record solution in geo, you get more than just HR & payroll:

• Tech-focused services: from FTE or B2B employment options and tax incentives to R&D deductions and tailored benefits for developers.
• 100% compliance: get shielded with guidance from our lawyers, who have expertise in IT law.
• Customized pricing: volume discounts, no hidden costs or pre-payment.
• Ongoing in-country support: our Dedicated Customer Success Managers go above and beyond to simplify your business expansion.
• All-in-one place: manage everything in one place, no need for multiple vendors.

But EOR is just the beginning…

You can upgrade it to our software R&D center solution, which includes:

• In-house tech hiring is handled by our 40 recruiters, who headhunt the top 10% of the market developers across LATAM and EE. With our 80% CV pass rate and 2-6 weeks to fill a vacancy, you can scale your team from 0 to 100 engineers in a year.
• Operational support encompasses additional services, including leasing office or co-working space, procuring equipment, setting up IT infrastructure, and employer branding.

The result? A fully backed tech R&D center with a software development team that’s 100% yours from day one.