On May 4, the World Health Organization (WHO) determined that COVID-19 is now an established and persistent health problem that no longer constitutes a public health emergency of international proportions, based on the high levels of immunity and the decreasing trend in the appearance of cases, hospitalizations, and deaths.
Where Mexico is concerned, the health emergency due to COVID-19 has now ended, in terms of the content published in the Official Gazette of the Federation of May 9, 2023 which, in the pertinent part, states:
“…The extraordinary actions in terms of general health that had the objective of preventing, controlling, and mitigating the disease caused by the SARS-CoV-2 (COVID-19) virus, ordered in the “Executive Order through which extraordinary actions in the affected regions throughout the national territory in terms of general health in order to fight the serious disease with prioritary attention caused by the SARS-CoV-2 (COVID-19) virus are established”, published in the DOF [Official Gazette of the Federation] on March 27, 2020 as well as those related measures that have been determined previously or subsequently by the General Health Council and by the Department of Health, by themselves or in coordination with other agencies and entities of the Federal Public Administration, are declared as having come to an end…”
The validity of different agreements issued at the time by the General Health Council (CSG) and the Secretary of Health in order to direct the extraordinary actions on this matter has ended by means of the aforementioned executive order.
Additionally, the Health authorities stated that a long-term management plan will be established; this plan will consider COVID- 19 as an endemic and not an epidemic disease; that is, a disease that will be present in the population on a permanent basis, particularly during the winter.
Accordingly, it is recommended that each company, taking into account the particularities of its work environment, reviews and updates the established policies in order to consider their validity and/or update, such as, for example:
- The review of social distancing.
- The use of protective equipment.
- Cleaning and disinfection.
- The review of Teleworking.
- Fostering vaccination.
- Prevention and control measures at work and within the family.
- Periodic risk assessments.
- Action plans for minimizing exposure to the virus, particularly in the winter.
Additionally, they should consider the revision of those agreements and/or covenants entered into with the workers and with the union as a result of the COVID 19 health emergency, which is now o