On February 12, 2026, an Agreement issued by the Federal Center for Labor Conciliation and Registration (CFCRL) was published in the Official Gazette of the Federation, which establishes administrative simplification actions in various procedures under its jurisdiction. The main objective of this administrative reform is to reduce bureaucratic burdens, eliminate unnecessary requirements and standardize procedures.
Among the most relevant changes is the elimination of the obligation to physically present certain documents in procedures such as the ratification of collective bargaining agreements, employer substitution and the registration of union associations. Although the essential information must be captured in the corresponding official formats, it will no longer be necessary to exhibit certain physical documents that were previously required, which implies a clearer transition towards a predominantly digital scheme.
Likewise, the CFCRL merges procedures in order to simplify and standardize processes. In particular, the “Ratification of Instruments before the CFCRL” is created, which integrates the ratification of collective bargaining agreements and employer substitution in a single process, and the “Registration of Associations (Union, Section, Federation and Confederation)” is unified, concentrating procedures that were previously promoted separately. This homologation allows for greater clarity in the requirements and criteria for review.
The Agreement also establishes single, more precise lists of requirements, favoring the use of online forms and reducing the number of documents requested. Specific rules are incorporated according to the type of union organization and it is provided that certain lists must be submitted in Excel format. In addition, the appropriate documents to prove the worker’s status are specified, thus seeking to reduce discretionary criteria and subsequent requirements.
With respect to response times, maximum terms are established for resolving various procedures. The ratification of instruments will have a term of up to 14 business days; employer substitution, up to 24 business days; and the registration of associations, up to 15 business days. This express definition of deadlines provides greater predictability in the planning of corporate and labor processes.
In addition, the legal standing certificate is eliminated, as it is no longer required under the current regulatory framework.
The Agreement entered into force on the business day following its publication in the Official Gazette of the Federation. Proceedings previously filed will continue to be processed in accordance with the provisions in effect at the time of filing, while the CFCRL will have to update its systems and technical data sheets to reflect the new guidelines.
We believe that these amendments represent a significant step forward in the simplification and digitalization of federal labor procedures. It is advisable that companies review their internal protocols, formats and checklists to ensure that their processes comply with the new scheme and avoid delays derived from the use of requirements that have been eliminated or modified.
At Vega, Guerrero & Asociados we are advising companies and industrial clusters regarding the immediate effects of this Agreement and its incorporation in the labor planning 2026-2030. We remain at your disposal to carry out a timely review of your processes or to accompany you in any proceedings before the CFCRL under this new framework.
