Mexico Finiquito and Liquidación
Estimate the final pay (finiquito) and the severance (liquidación) of a worker in Mexico in 2026: aguinaldo, vacations, premium, three months, 20 days per year and seniority premium.
Mexico — Ley Federal del Trabajo (Federal Labor Law, arts. 48–50, 76, 80, 87 and 162) and Ley del Impuesto sobre la Renta (Income Tax Law, arts. 93 and 95), in force on 10/24/2026.
Estimate for guidance only: check the official sources or a licensed professional before relying on it.
Frequently asked questions
What is the difference between finiquito and liquidación?
The finiquito is paid on any termination: pending salary, proportional aguinaldo, vacations and vacation premium. The liquidación is the extra indemnity for an unjustified dismissal: three months of integrated salary, 20 days per year when applicable, and the seniority premium.
How many vacation days apply after the 2023 reform?
12 days in the first year, 14, 16, 18 and 20 in years two to five, 22 in years six to ten and 2 more for every further five years (art. 76 LFT). On termination the days of the year in progress are paid proportionally.
When is the seniority premium paid?
On any dismissal, with or without just cause, and on resignation after at least 15 years. It is 12 days per year of service, with the daily salary limited to twice the minimum wage of the zone (MX$ 630.08 in the general zone in 2026).
What is the integrated salary?
The daily salary plus the daily share of aguinaldo and vacation premium. The three months and the 20 days per year are calculated on it.
How much of the severance is tax-free?
Separation payments are exempt up to 90 UMA per year of service (MX$ 10,557.90 per year in 2026), counting a fraction of more than six months as a full year. The aguinaldo is exempt up to 30 UMA and the vacation premium up to 15 UMA.
Can I negotiate a different amount?
Yes. Agreements are usually signed before the Centro Federal de Conciliación y Registro Laboral or a local conciliation center. A worker cannot waive the legal minimum; use this estimate as a reference and confirm it with a labor lawyer.
How the Mexico finiquito and liquidación calculator works
This calculator estimates what a worker in Mexico receives when the job ends in 2026, and it is meant for employees, HR teams and accountants who need a quick reference before a negotiation or a settlement. Choose the reason for termination: resignation gives only the finiquito (pending salary, proportional aguinaldo, vacations and vacation premium); a dismissal with just cause adds the seniority premium; an unjustified dismissal, the liquidación, adds three months of integrated salary, optionally 20 days per year, and the seniority premium. Enter the salary, the hire date, the last day of work and the pending balances, tick the terms and press Calculate.
The daily salary is the ordinary salary divided by the days of its period, with 30 days for a month (art. 89 LFT). Vacations follow the 2023 reform table (art. 76) and are paid proportionally to the days of the current service year (art. 79), with a premium of at least 25% (art. 80). The aguinaldo is the chosen days divided by 365 and multiplied by the days worked in 2026 (art. 87). The integrated salary adds the daily share of aguinaldo and premium; the 90 days and the 20 days per year use it (art. 50). The seniority premium is 12 days per year, with the daily salary capped at two minimum wages of 2026, MX$ 315.04 or MX$ 440.87 (art. 162). The tax estimate applies the exemptions of art. 93 LISR with the 2026 UMA of MX$ 117.31.
Example: a worker earning MX$ 15,000.00 per month, hired on 03/01/2021 and dismissed without cause on 08/31/2026, with the 20 days included. The finiquito is MX$ 11,924.66. The liquidación adds three months, MX$ 47,529.00, 20 days per year, MX$ 58,163.34, and the seniority premium, MX$ 33,041.10, for a gross total of MX$ 150,658.10. The estimated ISR is MX$ 8,448.98 and the net total MX$ 142,209.12. The result does not include salarios caídos (wages accrued during a lawsuit), the ISR is simplified and the tables used are the 2026 ones, so confirm the amounts with a labor lawyer and an accountant.