Compliance Stuff

The 2026 FIFA World Cup kicks off June 11 and runs through July 19, making it the largest, longest, and most historic tournament in the competition’s history. For the first time ever, the event will feature 48 nations hosted across the US, Mexico, and Canada, and is bound to spark passion for billions around the world. For employers, that passion could translate into a workday disruption unlike anything a domestic sporting event has ever produced. Employers will be faced with five weeks of absenteeism challenges, harassment risks, wage and hour pressure, and discrimination exposure. This Insight will break down the five biggest mistakes employers could make during this World Cup, and what to do about each one. Additional Resources The FP5 Podcast: Getting Your Business Ready for the 2026 World Cup Comprehensive Checklist to Help Businesses Prepare for Soccer’s 2026 World Cup Mistake #1: Treating This Like Any Other Sporting Event The World Cup will feature f ive weeks of games running ...

A coalition of activist and labor groups is calling for a nationwide “no work, no school, no shopping” action on May 1 (International Workers’ Day) framed by some organizers as a general strike. Whether it reaches that scale remains to be seen. What employers need to know right now, however, is that you have certain rights and responsibilities when it comes to potential protest-related work stoppages, and these obligations turn on some nuances that you should be familiar with. Here is what you should know before May Day arrives, whether or not your workplace is unionized. What is Actually Being Planned? The  “May Day Strong” coalition  is urging workers, students, and community members to stay home from work, avoid school, and boycott shopping on May 1. Organizers are explicitly framing the action as a response to the current administration’s policies. Tactically, the call ranges from  full-day walkouts at places of employment  to symbolic absences and consumer boyc...