New Mexico lacks a specific “right to disconnect” law as of 2025, unlike states such as New York or California considering similar measures for off-hours communication limits. Instead, its labor framework under the New Mexico Workforce Solutions Department emphasizes general work-life balance through wage/hour rules, overtime protections, and anti-retaliation provisions without mandating disconnection from work devices.​
Core Labor Protections
New Mexico follows the federal Fair Labor Standards Act with state enhancements, capping workweeks at 40 hours before overtime kicks in at 1.5 times pay, and requiring meal breaks (30 minutes unpaid after 5 hours) for most employees. Employers cannot retaliate against workers requesting personal time or refusing after-hours contact if it violates rest mandates, though no statute explicitly bans non-urgent emails or calls outside shifts.​
Work-Life Balance Initiatives
State policies promote flexibility via paid sick leave (up to 64 hours annually for larger employers) and family leave under the Healthy Families Act, indirectly supporting disconnection by prioritizing recovery time. Remote work guidelines encourage clear boundaries in employment contracts, but violations typically fall under general harassment or constructive discharge claims rather than dedicated right-to-disconnect enforcement.​
Comparison to National Trends
SOURCES
[1](https://www.mayerbrown.com/en/insights/publications/2025/03/mexico-the-right-to-disconnect-qa)
[2](https://ogletree.com/insights-resources/blog-posts/the-right-to-disconnect-under-mexicos-telework-regulations-what-does-it-mean-for-employers/)
[3](https://www.jacksonlewis.com/insights/will-construction-employees-enjoy-right-disconnect)
[4](https://www.postercompliance.com/blog/right-to-disconnect/)
[5](https://www.atlashxm.com/resources/global-right-to-disconnect-policies-work-life-balance)
