On June 26, 2026, a new decree was published in the Official Gazette of the Federation, through which the Federal Government establishes additional administrative measures in connection with the 2026 FIFA World Cup events to be held in Mexico City.
As in previous decrees issued during the tournament, authorities are reiterating their call to the private sector to implement temporary telework arrangements and flexible work arrangements, with the aim of improving urban mobility, reducing traffic congestion, and facilitating the operation of public services during World Cup events.
What does the Decree require of employers?
The Decree requires private- and social-sector organizations with workplaces located in Mexico City to provide the necessary resources to implement telework, remote work, or flexible work arrangements for non-essential administrative activities.
In this case, the recommendation applies specifically to:
Mexico City
- June 30, 2026: throughout the workday.
In addition, the decree establishes the suspension of school activities in Mexico City on that same date for public and private elementary, middle, and high schools, as well as higher education institutions, under the jurisdiction of the Ministry of Public Education.
Are companies required to implement remote work?
No. As with previously issued decrees, this measure does not constitute a legal obligation for the private sector, nor does it provide for penalties for noncompliance.
However, the federal government is once again expressly urging companies to implement remote work arrangements for non-essential administrative activities, reinforcing its expectation that the private sector will cooperate in reducing mobility during the 2026 FIFA World Cup events.
Impact on employers
Companies operating in Mexico City should assess in a timely manner whether it is advisable to implement temporary measures by June 30, 2026, particularly when their activities can be carried out using technological tools without affecting business continuity.
Among the actions we recommend considering are:
- Implement temporary telework or hybrid work arrangements.
- Communicate in a timely manner the measures the company will take.
- Review the technological capacity to support remote workdays.
- Anticipate potential disruptions to the transportation of staff, customers, and suppliers.
- Evaluate requests for flexible work arrangements resulting from the suspension of classes, especially for employees with school-age children.
- Coordinate logistical adjustments with customers, suppliers, and third parties as needed.
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, the temporary implementation of remote work as a result of these extraordinary measures does not, in and of itself, imply a permanent change in working conditions or the formal adoption of the telework regime provided for in Mexican labor law.
Conclusion
With this new decree, the federal government is continuing its strategy of seeking the private sector’s cooperation to reduce mobility during the 2026 FIFA World Cup events. Although the measures remain non-mandatory, companies operating in Mexico City should anticipate potential operational disruptions and determine in a timely manner the measures they will implement on June 30.
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.
