Telework during the 2026 FIFA World Cup: obligation or recommendation?

Informative Note

On June 16, 2026, a Decree was published in the Official Gazette of the Federation establishing various administrative measures for the 2026 FIFA World Cup. Among other measures, Article Two "urges" the private and social sectors to implement telework, remote work, or flexible work arrangements on specific dates to help improve urban mobility and road safety.

While the term "urge" might be interpreted in common language as a demand or requirement backed by the threat of a penalty, from a legal perspective, we consider this provision to be an exhortation or recommendation rather than a legally enforceable obligation for employers, as there is no sanction provided by law to compel compliance with the decree.

This is because the decree does not establish compliance mechanisms, inspection powers, or penalties for the private sector should they choose not to adopt these measures. Furthermore, unlike the federal public administration agencies and entities, which are given express instructions, private parties are merely invited to implement these arrangements.

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

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Informative Note

On June 16, 2026, a Decree establishing various administrative measures in connection with the 2026 FIFA World Cup was published in the Federal Official Gazette (Diario Oficial de la Federación). Among other measures, Article Two provides that the private and social sectors are "urged" to implement telework, remote work, or other flexible work arrangements on certain dates in order to facilitate urban mobility and promote road safety.

Although the term “urged” may, in ordinary usage, be understood as a demand or requirement made under threat of a sanction, from a legal standpoint we believe that this provision should be construed as a governmental exhortation or recommendation rather than a legally binding obligation enforceable against private employers, particularly since no statutory penalty or enforcement mechanism exists requiring compliance with the Decree.

This conclusion is supported by the fact that the Decree does not establish any compliance procedures, inspection authority, or sanctions applicable to private-sector employers that elect not to adopt the suggested measures. Moreover, unlike the provisions directed to federal government agencies and entities which contain express mandatory instructions, the language applicable to private parties merely encourages the implementation of such arrangements.

Accordingly, it is our view that the decision whether to implement telework or other flexible work arrangements on the specified dates remains within each employer's discretion, taking into account its operational needs, business requirements, and internal policies.