Mexican labor law establishes clear limits on the maximum working time and the conditions under which these hours are distributed. In this context, a question arises: can a company reduce or use the lunch hour to adjust a workweek aimed at reducing weekly hours? However, the time allocated for lunch is not part of the workday, as it constitutes a mandatory rest period that allows the worker to recover physically and mentally. Therefore, the company cannot count this time as part of the hours actually worked or use it to 'adjust' the schedule. Attempting to reduce or eliminate the lunch hour to meet the total weekly hours means disregarding the inalienable nature of labor rights. The Federal Labor Law (LFT) states that rest periods during the workday are mandatory and cannot be replaced by payments, compensation, or private agreements. Even if the worker voluntarily agreed to waive their rest, such an agreement would be null for contravening public policy provisions. Furthermore, using the lunch hour as an adjustment mechanism creates risks to health and safety at work. Any attempt to suppress it constitutes a violation of the law and the fundamental principles of labor law. Documented consequences of eliminating recovery periods include fatigue, decreased performance, and an increase in workplace accidents. From an organizational perspective, this practice also affects the work environment and the perception of justice within the company. If the organization needs to modify schedules to meet operational needs, it must do so respecting legal limits through formal agreements that do not violate rights. There are legitimate alternatives, such as redistributing the workday within the permitted margins, implementing staggered shifts, or resorting to overtime within the limits set by the law. So now you know: the company cannot reduce or use the lunch hour to adjust the weekly work schedule. Labor regulations protect this period as an indispensable right for the health and dignity of the worker. The answer requires analyzing both the legal framework and the protective nature of labor law. The Federal Labor Law (LFT) establishes that the maximum weekly workday is 48 hours for the day shift, 42 for the night shift, and 45 for the mixed shift.
