Separately from the federal funds, each state levies a payroll tax (Impuesto Sobre Nóminas, ISN) paid entirely by the employer. Rates vary by state, typically in the range of about 1%–4% of payroll (commonly around 3% in Mexico City). This tax should be factored into the total cost of employment.

Many employers—especially multinationals and technology firms—pay an aguinaldo above the 15-day minimum, commonly 20–30 days, as a competitive differentiator. Discretionary performance or year-end bonuses tied to individual KPIs or company results are also widely used to reward and retain high performers. Because anything above the statutory 15 days is contractual, the terms should be documented clearly in the employment contract or company policy.

Grocery or meal vouchers—vales de despensa—are one of the most popular perks in Mexico. Delivered on a prepaid card, they are tax-advantaged for both employer and employee up to a legal limit tied to the UMA (the official unit of measure), making them an efficient way to boost take-home value.

Because IMSS care is delivered through the public system, most mid-sized and larger employers add private major-medical insurance (Seguro de Gastos Médicos Mayores) so staff can access private hospitals and specialists. Group life insurance and, for senior roles, dependent cover are frequently bundled in.

A fondo de ahorro is a highly valued matched-savings scheme in which the employer matches the employee's contribution (commonly up to a percentage of salary) within a tax-favoured legal limit. Balances are typically paid out annually, adding a meaningful boost to total reward.

Cash and in-kind allowances round out many Mexican packages: meal and transport (or fuel) allowances, a mobile or connectivity stipend, and—particularly since remote work grew—home-office and wellness allowances. Additional paid leave above the statutory minimum, learning budgets, and flexible or hybrid working are increasingly used as low-cost, high-value retention tools.