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there's a lot of topics that we cover about recruiting in Mexico or Latin America um our main focus as a company adventus um is really focusing on recruitment in Mexico although we do recruitment throughout Latin America um you know a lot of the population a lot of the talent level exists here in Mexico so uh we have a lot of companies that contact us about hiring best strategies what are the salaries there's a lot of topics that we cover one of the topics that we've never really talked about it is super important about hiring in Mexico are what are the legal benefits if I come to Mexico if I'm somebody that's outside the country and wants to hire within Mexico what am I legally obligated um to put my employees under what benefits do I need to offer how can I be 100% compliant um with the with bringing people on in Mexico under a Mexico entity or through an e um well to answer this question I'm going to break it down pretty simply um and just kind of give you some of the basic fundamental um legal benefits they're obligated to as employees in Mexico and then I'm going to talk about some of the supplemental or um optional um benefits that that companies do offer in order to make them more competitive in the workforce so the the number one um you kind of legal obligation you you need to make uh if you're bringing employees on in Mexico is um is a is actually what they call HealthCARE benefits or what they call Em em is I MSS basically an acronym um it's an entity in Mexico that provides them Social Security and it provides them Healthcare benefits in addition to that um you're obligated to pay what they call Prima vac which is additional pay for going on vacation so they get like a certain percentage uh for their vacation days for going on vacation they're going to get a supplemental payment for that um a big one is called aginaldo aginaldo is essentially a Christmas bonus by law you're supposed to pay 15 days uh of a Christmas bonus or equivalent to 15 days that goes to them at the end of the year it's usually the first or second pay period uh in the month of December and everybody as a Mexican employee uh will get that if you are going to be completely 100% compliant with Mexican labor laws now those are the fundamental ones like I talked about es aginaldo and Primal um those are the Spanish versions of it um so I'm just trying to kind of help you simplify it if you're you're you're abroad and don't understand what those terms are now some of the optional ones these are kind of supplemental uh benefits that a lot of companies offer uh just to help them make uh be more a little compe be a little more competitive in the market um add some added give some added value to some of the additional benefits and and you know just to make them you know an appealing company to want to be a part of now this can get really big and and some of the higher end levels like when you get get into director level if you get into executive level stuff there's going to be a lot more um substance to this but uh just to to give you some background on top of the EM um a lot of companies will offer private medical insurance because em uh is is kind of limited uh em is basically uh the government subsidized Health Care System where you go to a public hospital and you have to wait in line and you have to go through all kind of the government bureaucracy of getting an appointment um it's good for a lot of people and it function well for a lot of Mexican employees um however if you really want to kind of extend yourself and offer private medical insurance uh it's called gastos medicos or gastos uh gastos medicos myores um I might have that confused I might have that backwards uh but just to give you some background uh what this is is kind of like a Met Life coverage or it would be maybe a seur monter or an AXA there's a number of different private insurances available that companies will pay for that is uh that is supplemental to um that is supplemental to um the EM insurance and that's just one of them another one is uh we talked about earlier about the aginaldo as you get into the higher level if somebody really wants to make themselves attractive what they will do rather than the 15-day obligation of paying uh a Christmas bonus a lot of companies these days especially on you know the director executive or manager level will pay a 30-day aginaldo so it's an equivalent to 30 days of of vacation or I'm sorry of of a Christmas Christmas bonus so that's another one um some of the other benefits you may see is uh Now by by if they're working from home you might want to give them you know a monthly stipend uh sometimes it goes as far as paying for some of the courses they're they're taking um you know some of the sales jobs will have maybe a car U maybe they have um another big one that I haven't mentioned and it's kind of an optional insurance is what they call a fundo the aoro and and a fundo the aoro is essentially a retirement account or a retirement savings account uh that goes towards a lot of uh Mexican employees and and a lot of people look for that um I'm dealing a lot of that with with a few of our companies right now who you know maybe our candidates are between companies one of the companies offers a f of the AO other companies do not so those again are some of the additional you know I could go on and on about some of the benefits that especially some of the optional benefits that are available um a lot of them are comparable to maybe the states or Canada or other parts of the world uh where they may offer you know Dental or Vision or a lot other SEC you know um insurances maybe uh there is a life insurance as well that you could offer to that but the fundamental just going back to the fundamental legal benefits that you need to to offer if you're going to hire employees in Mexico are again es 15-day aginaldo Prim uh those are the fundamental kind of uh benefits that that Mexican employees do look for and will keep you 100% compliant uh here in Mexico