Visas and Onboarding Services in Mexico

Visas and Onboarding Services in Mexico

Hire, relocate, and onboard talent in Mexico with a compliant, end-to-end process led by Latam experts.

If you are hiring in Mexico from the U.S., immigration steps and local onboarding requirements can slow down start dates and increase compliance risk. Serviap Global coordinates the visa pathway and the employment onboarding track in one plan, so your hire can start smoothly while you stay aligned with local requirements.

Contact Us to map your timeline and onboarding checklist.

How we help U.S. companies hire in Mexico

You are typically managing two workstreams at once: (1) immigration and work authorization, and (2) employment onboarding for payroll and statutory registrations. With our Mexico work visa support, we keep both workstreams moving in parallel and give you a single point of coordination for updates, document readiness, and next steps.

What you get:

• A case roadmap: route, milestones, owners, and realistic timing.
• Document guidance and review to reduce rework.
• Coordination of the employer-side filings and the employee-side steps.
• Employee onboarding in Mexico aligned to contract, payroll, and statutory registrations.
• A consistent experience for your team and your hire, with a Latam experts approach.

Mexico work visa process (overview)

In many cases, the route involves a Temporary Resident Visa with work authorization, followed by an in-country exchange to a Temporary Resident Card that includes the work permit. Timing varies by consulate availability and immigration workload, so we plan with buffers and track milestones weekly.

Applicants outside Mexico (common relocation scenario)

1) Employer work authorization request: the Mexican employer files with the National Immigration Institute (INM) and obtains the INM work authorization (NUT).

2) Consular visa application: the employee applies at the Mexican consulate in their country of residence and completes any required interview and document review.

3) Entry to Mexico: the employee enters Mexico within the validity window shown on the visa.

4) Exchange to Temporary Resident Card: the employee completes the INM appointment and card issuance within the required post-entry window.

Applicants already in Mexico (work authorization while in-country)

If the person already holds eligible temporary residence or student status, the process can often be handled directly with INM without leaving Mexico. The workflow usually includes filing the work permit request, INM review, updating the residence card to add work authorization, and collecting the updated card.

Visa milestones (illustrative):

Documents you will typically need (high-level)

We validate requirements for your specific case before submission. Consulates and INM may request additional items.

For applicants outside Mexico

• Passport, application forms, and photos per consular specifications.
• Employment offer/assignment letter (role, salary, start date, work location).
• Evidence of INM authorization (including the NUT/approval letter).
• Proof the employer is registered with INM (as applicable).
• Government fee receipts and local contact details for the consular jurisdiction.

For applicants inside Mexico

• Passport and current residence card (if applicable).
• Work permit application and supporting documents.
• Employment offer/contract (position and compensation).
• Employer registration evidence with INM (as applicable) and required photos/fees.

Onboarding in Mexico: what must be ready before day 1

Onboarding should be treated as a compliance project, not just paperwork. We help you connect contract, payroll setup, and statutory registrations so nothing blocks the start date.

Key onboarding steps

1) Offer and contract: finalize title, salary, benefits, start date, and working conditions, then prepare the contract (indefinite, fixed-term, or project-based as appropriate).

2) Collect mandatory onboarding documents: gather identifiers and payroll details early.

3) Register and align payroll: set up payroll inputs and coordinate statutory registrations within local timelines.

4) IT and equipment (if applicable): access, credentials, and an equipment handover record.

5) Go-live: confirm the employee is registered and payroll-ready.

Common onboarding documents

• RFC (tax ID) and proof of fiscal status (as applicable).
• CURP (population registry code).
• IMSS number (social security).
• Official ID and proof of address.
• Bank details (account and CLABE).
• Housing/consumer credit deductions if applicable.

Country employment snapshot (Mexico)

Compliance and risk: what we help you avoid

This is where Mexico immigration compliance for employers and HR discipline matter most:

• Misclassification: using contractors where employment is required can trigger back payments and penalties.
• Inconsistent filings: mismatched job title/salary details across documents can cause delays.
• Missed timelines: post-entry steps and registrations have deadlines; we track them proactively.
• Payroll exposure: incorrect withholding or registration inputs create tax and social security risk.
• Data handling: IDs and immigration documents require secure storage and controlled access.
• Poor handoffs: unclear owners between HR, hiring managers, and the employee slow everything down.

Pricing and implementation (typical model)

Pricing is usually structured to be predictable:

• Monthly EOR fee per employee: covers compliant employment administration, payroll coordination, and ongoing HR support.
• One-time immigration case fee: scoped per applicant and route.
• Optional services: relocation logistics and the relocation and ongoing immigration support in Mexico you may need after arrival.

What changes the price:

• Number of hires and whether you need a repeatable program.
• Applicant location (inside vs. outside Mexico) and consular coordination.
• Documentation readiness (translations/apostilles when required).
• Complexity of the role, industry, and internal approval cycles.

Implementation timeline (typical):

• Weeks 1-2: eligibility assessment, process mapping, document plan, and employer-side filings.
• Weeks 3-4: consular coordination and onboarding document collection.
• Weeks 4-6: in-country steps, payroll readiness, and go-live.

Compare options: EOR vs PEO vs your own entity

Examples of how teams use this service

• Relocation: move a key employee to Mexico and keep the immigration milestones and payroll onboarding aligned to a single timeline.
• In-country hire: convert an eligible in-country status to work authorization while preparing contract and IMSS and SAT registration support in parallel.

Best practices and common mistakes

Best practices

• Start with a document readiness check before committing to a start date.
• Keep one shared checklist and single source of truth for document versions.
• Align the employment offer with what is filed for immigration.
• Treat onboarding as a tracked project with deadlines and owners.

Common mistakes

• Setting a start date before understanding consular appointment availability.
• Submitting inconsistent job details across HR and immigration documents.
• Waiting until after day 1 to collect payroll identifiers and bank details.
• Using unsecured channels to share sensitive IDs.

Why choose Serviap Global

You are not just buying process steps. You are buying certainty, speed, and accountability from Latam experts:

• One coordinated plan across immigration and onboarding.
• Clear weekly updates and document review cycles.
• Human support backed by structured tracking and visibility.
• Scalable playbooks for multiple hires, not one-off handling.

Trust builders

• Experience and scale: 25+ years of local HR expertise in Mexico and 15+ years supporting global EOR programs across 180+ countries.
• Operational footprint: trusted by 215+ companies, with hundreds of EOR employees and thousands supported through payroll programs.
• Service quality: a client satisfaction approach backed by clear response-time expectations and proactive case updates.
• Value differential: technology for visibility, paired with human specialists who can unblock immigration and onboarding issues quickly.

Next step

Tell us your role, start date target, and where the candidate is located. We will confirm the best route, build the checklist, and set a timeline you can defend internally.

Contact Us to reduce risk and accelerate hiring in Mexico.

FAQ’s

1. How long does the Mexico work authorization and onboarding process usually take?

Many cases take several weeks from kickoff to work-authorized status and payroll-ready onboarding, but timing depends on where the applicant is located (inside vs. outside Mexico), document readiness, and appointment availability. We start by confirming the route, building a checklist, and mapping milestones so your team can plan a start date realistically. You receive structured updates on what is completed, what is pending, and what could impact timing.

2. Can my candidate apply from outside Mexico, and what are the key milestones?

Yes. A common route begins with the employer-side filing at INM to obtain the process number, then the employee completes the consular application in their country of residence. After approval, the employee enters Mexico and completes the in-country exchange to obtain a Temporary Resident Card with work authorization. We coordinate the timeline, document set, and handoffs so immigration steps do not conflict with onboarding preparation.

3. What if the candidate is already in Mexico under temporary residence or student status?

In many situations, a candidate already in Mexico can request work authorization through INM without leaving the country, depending on their current status and eligibility. The workflow typically includes filing the work permit request, INM review, and updating the residence card to add work authorization. In parallel, we prepare the employment contract and onboarding checklist so payroll readiness does not wait for the final card step.

4. What documents should we prepare to avoid delays?

Plan for identity and travel documents (such as a valid passport), a clear employment offer or assignment letter with consistent role and compensation details, and the employer-side authorizations required by the selected immigration route. On the onboarding side, prepare payroll identifiers and bank details early so you can register and pay the employee on time. Because requirements can vary, we validate your list before submission and confirm any consulate- or INM-specific items.

5. How does an Employer of Record (EOR) help with visas and onboarding in Mexico?

An EOR lets you hire in Mexico without setting up a local entity by operating the compliant employment relationship and coordinating payroll administration. For visas and onboarding, the advantage is timeline alignment: immigration milestones, contract issuance, document collection, and statutory registrations are managed as one plan with clear owners. This reduces handoff errors, improves document consistency, and helps your hire start with fewer delays.

6. What are the biggest compliance risks when hiring in Mexico from the U.S.?

Common risks include misclassification (using a contractor model when employment is required), inconsistent information across HR and immigration documents, missed deadlines for post-entry steps, and payroll or withholding setup errors. Data handling is also critical because immigration and payroll files contain sensitive personal information. We mitigate these risks with standardized checklists, document review cycles, secure document handling, and clear accountability for each milestone.

7. How is pricing typically structured for visa coordination and onboarding?

Most companies choose a predictable structure: a monthly per-employee EOR fee for ongoing employment administration and payroll coordination, plus a one-time fee per immigration case based on the route and complexity. Pricing is influenced by the number of hires, whether the applicant is inside or outside Mexico, documentation readiness, and how much coordination is required. We provide a scoped quote after confirming the route and checklist.

8. Do you provide support after the employee arrives in Mexico?

Yes. After arrival, there can be in-country steps and documentation updates to complete before the employee is fully operational. We continue coordinating the remaining immigration milestones and help you finalize payroll readiness, registrations, and internal onboarding items like access and equipment. We can also support ongoing changes such as renewals or role updates, depending on scope and the employee’s situation.