Insight
February 21, 2024
The 2026 Men's World Cup is expected to attract a large workforce across borders, and participating employers will be looking to make this global event a success from a labor, management, immigration, and workforce perspective. It means you need to prepare in advance if you want to survive on the wrong side. Challenges across multiple jurisdictions.
The 2026 Men's World Cup, co-hosted by the United States, Canada and Mexico, is expected to be an unprecedented and spectacular event, with thousands of people traveling across borders before and during matches. FIFA's recently announced tournament schedule begins in Mexico City on June 11, 2026, concludes in New Jersey on July 19, 2026, and features matches in cities as diverse as Dallas, Guadalajara, Los Angeles, Toronto, and Vancouver. This further emphasizes its vastness and complexity. A look at the event.
Businesses participating in festivals, whether sponsors, vendors, or event organizers, must proactively prepare to address the many business and legal considerations surrounding the event.
Labor-management consideration
Planning for the World Cup not only took place amid growing labor movements, social activism and support for trade unions. It comes in the wake of FIFA's focus on legacy and responsibility. Candidate host cities therefore need to develop human rights strategies in line with international standards.
Many host city bidders touted strong relationships with local labor unions and strong labor protections in the form of binding city ordinances and resolutions outlining worker rights and protections. For example, Philadelphia, which will host six games, has communicated its commitment to enter into a project collective bargaining agreement with unions that guarantees a living wage, safe working conditions, and an expedited dispute resolution process. The union has expressed its expectation to be involved and involved as a key stakeholder in the planning and execution of the event.
Against this background, companies need to strongly consider the following measures.
- Be aware of the labor requirements of the tournament organizer and host city. Companies should prepare for increased scrutiny and ensure their labor practices are consistent with local laws and international standards, as well as their own company commitments.
- We expect vigorous enforcement by workers and labor alliances. Companies should proactively engage with employees, address concerns, and develop contingency plans to mitigate the impact of potential disruptions.
- Be sensitive to work actions and the risks of work interruption. The global stage of the World Cup will provide a platform for labor organizations to express their cause and advance their demands. The risks of professional conduct and business interruption cannot be ignored.
immigration challenges
In the run-up to the World Cup, companies need to take a strategic and detailed approach to immigration planning. The scale and complexity of the event requires advance preparation to navigate the myriad entry requirements in all three host countries. The United States, Canada, and Mexico each have different procedures in place to facilitate the movement of athletes, teams, and delegations, as well as media, event planners, support staff, sponsors, agents, and others involved in the event. Masu.
The United States has many different types of visas, including visas for representatives of foreign media and O-1A visas for people with “exceptional ability in science, the arts, education, business, or athletics.” Similar to the United States, Canada has streams available to media and event team members. Mexico, on the other hand, does not have a separate visa category for athletes or media, and travelers with citizenship from the United States, Canada, Australia, Japan, the United Kingdom, or Schengen Area countries, or valid visas or permanent residence in these countries. Travelers with rights are permitted. – You can enter the country as a business visitor as long as your stay does not exceed 180 days.
Planning is essential. Companies should establish clear procedures for securing appropriate visas for employees, contractors and other personnel well in advance of the World Cup, as well as crisis protection should visa holders run into last-minute difficulties. A management strategy must be established.
Managing employees across multiple jurisdictions
Companies may be looking to increase hiring in or near the host city, expand remote workforce to support the event, or move employees across the U.S. or to Canada or Mexico. do not have. Spanning three countries, this event presents unique challenges for businesses when it comes to managing employees across multiple jurisdictions. This is especially true in the United States, where the patchwork of federal, state, and local employment laws is becoming increasingly complex.
For example, the United States has strengthened pay transparency laws that require employers to include certain information in job postings, such as the expected salary for the role and a description of benefits and total compensation. This trend is expected to continue, making it important for companies to track developments to stay compliant. When recruiting for the World Cup, companies may want to determine whether it is easier to include this type of pay transparency information in all job postings, rather than by jurisdiction.
Additionally, a growing number of cities, including host cities Los Angeles, Philadelphia, San Francisco, and Seattle, are enacting predictive scheduling laws that require certain employers to provide advance notice of schedules and schedule changes. The types of businesses covered by these laws vary by jurisdiction.
Companies should also be aware that contracting with independent contractors is not without risk. The U.S. Department of Labor (DOL) recently released final rules regarding the classification of independent contractors. This reinforces the DOL's attention to independent contractor misclassification. Many states have their own independent contractor tests (there may even be different tests within the same state, depending on the law in question), some of which are employee-friendly . There are many situations in which it is appropriate for a company to use independent contractors, but you must be careful and ensure that it is truly an independent contractor relationship.
Companies considering moving employees across borders should be aware that Canadian provinces may consider foreign nationals under the protection of applicable provincial employment laws. there is. The same is true in Mexico and depends on factors such as the type of job and the length of the employee's stay.
A comprehensive understanding of local employment laws, including differences in leave entitlements and pay transparency requirements, is essential to avoid legal pitfalls. Companies should also be aware of the differences between jurisdictions. What is acceptable in one host city may be subject to legal scrutiny in another.
It is important to take a proactive and adaptive approach to compliance to ensure that policies and practices are tailored to each region's unique legal circumstances. Consulting with trusted legal counsel is key to maintaining compliance across jurisdictions.
conclusion
As companies prepare for the 2026 Men's World Cup, proactive planning, close attention to local regulations, and strategic engagement with legal experts will be key ingredients for a successful strategy . Amidst the excitement and anticipation surrounding this global event, businesses must remain vigilant and adaptable.
By addressing head-on the challenges posed by growing labor-management concerns, complex immigration rules, and a multi-jurisdictional workforce, companies can not only ensure seamless and successful participation in the World Cup; , can leave a positive legacy for the host country and establish a new position. That in itself is a champion.
If you are interested in labor, employment and immigration considerations as part of the 2026 World Cup Planning Webinar Series, subscribe to our publication to receive updates on trends, legal developments and other relevant areas recommend to.