2026 FIFA World Cup: New decree on remote work for June 30

On June 26, 2026, a decree establishing various administrative measures for the 2026 FIFA World Cup was published in the Official Gazette of the Federation. Among other measures, Article 2 "urges" the private and social sectors to implement remote work, telecommuting, or flexible work arrangements on June 30 to help improve urban mobility and road safety.

While the term "urge" might be interpreted in common parlance as a demand or requirement backed by the threat of a penalty, from a legal perspective, we consider this provision to be merely an exhortation or recommendation rather than a legally enforceable obligation for employers, as the law provides no sanctions for non-compliance with the decree.

This is because the decree does not establish enforcement mechanisms, inspection powers, or penalties for the private sector should these measures not be adopted. Furthermore, unlike the agencies and entities of the Federal Public Administration, which are subject to express instructions, private entities are only invited to implement these arrangements.

Consequently, we believe that the implementation of remote work schemes on the specified date remains at the discretion of each company, based on its operational needs and internal policies.

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On June 26, 2026, the Decree establishing various administrative measures in connection with the 2026 FIFA World Cup was published in the Official Gazette of the Federation. Among other measures, Article 2 states that the private and social sectors are “urged” to implement teleworking, remote work, or flexible work arrangements on June 30 to contribute to urban mobility and road safety.

Although the verb “to urge” could be interpreted in common parlance as a demand or requirement, under threat of a penalty, from a legal perspective we consider that this provision constitutes only an exhortation or recommendation and not a legally enforceable obligation for employers, as there is no penalty provided for in the law that would compel compliance with the decree.

This is because the decree does not establish enforcement mechanisms, inspection powers, or penalties for the private sector in the event that such measures are not adopted. Furthermore, unlike the agencies and entities of the Federal Public Administration—for which express instructions are issued—the decree merely invites private entities to implement these measures.

Consequently, we believe that the implementation of telework arrangements during the specified dates is at the discretion of each company, based on its operational needs and internal policies.

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