Although most of the measures are aimed at agencies and entities of the Federal Public Administration, the Decree includes an explicit call for the private sector to adopt telework arrangements and flexible work arrangements on certain dates, with the aim of reducing urban mobility, alleviating traffic congestion, and facilitating the operation of public services during World Cup events.
What does the Decree require of employers?
As part of the measures adopted in preparation for the 2026 FIFA World Cup, the Federal Government is urging the private sector to provide the necessary support to implement telework, remote work, or flexible work arrangements for non-essential administrative activities.
Unlike previous decrees issued in connection with the opening of the World Cup, this provision expressly identifies the dates and times when companies should consider implementing these measures:
Workplaces located in Mexico City
- June 17, 2026: starting at 3:00 p.m.
- June 24, 2026: throughout the workday.
Workplaces located in the Guadalajara Metropolitan Area
- June 18, 2026: throughout the workday.
In addition, the decree provides for the suspension of school activities in those cities during the specified dates, which could create additional needs for flexible work arrangements for employees with school-age children.
Are companies required to implement remote work?
No. The Decree does not impose a legal obligation on the private sector nor does it provide for penalties for companies that decide to continue operating in person.
However, the federal authority does urge employers to provide the necessary support to implement remote work arrangements or flexible work options for non-essential administrative activities. This reflects the authorities’ expectation that companies will cooperate in reducing mobility and traffic congestion during events related to the 2026 FIFA World Cup.
Impact on employers
Companies with operations in Mexico City or Guadalajara should assess in advance whether they will implement any special measures during the specified dates and communicate their decision in a timely manner to employees, customers, and suppliers.
Among the actions we recommend considering are:
- Implement temporary telework or hybrid work arrangements.
- Establish staggered arrival and departure times for staff who are required to work on-site.
- Review the technological capacity to support large-scale remote work.
- Communicate the measures taken by the company in a timely manner.
- Anticipate possible effects on personnel, supplier and customer relocations.
- Evaluate requests for flexible work arrangements resulting from the suspension of classes, particularly for employees with school-age children.
- Coordinate with customers, suppliers, and third parties regarding any logistical adjustments resulting from the mobility measures implemented by the authorities.
It is important to remember that the Decree expressly refers to Articles 330-A and 330-G of the Federal Labor Law, which pertain to telework. However, given the extraordinary and temporary nature of these measures, their implementation during the specified dates does not necessarily imply a permanent change in working conditions or the formal adoption of the telework regime regulated by Mexican labor law.
Conclusion
Although the measures set forth in the Decree are not mandatory for the private sector, companies operating in Mexico City and Guadalajara should anticipate potential disruptions resulting from the 2026 FIFA World Cup events and evaluate the advisability of implementing temporary remote work arrangements or flexible work arrangements.
At Vega, Guerrero & Asociados, we continue to monitor the regulations issued by the authorities in connection with the 2026 FIFA World Cup, and we are available to assist companies in implementing flexible work arrangements, remote work policies, and labor compliance strategies.
