Will the World Cup trigger more FMLA usage (or leave abuse)?

Eleven U.S. cities, including Kansas City, Boston, and Seattle, are hosting World Cup games this year, which run from June 11 to July 19. Many fans might want to take some time off from work to watch the games, either in person or on television. Employers might want to be prepared, particularly if employees appear to use leave under the federal Family and Medical Leave Act (FMLA) to watch the games.

Employers should, however, ensure they don’t run afoul of the FMLA and grant leave to employees who take it for a qualifying reason.

In light of this, the U.S. Department of Labor (DOL) issued a recent announcement stating: “The Department of Labor is here to support employers in each of the U.S. cities hosting World Cup games.”

The DOL also said it encourages employers that identify certain FMLA violations to use the Payroll Audit Independent Determination (PAID) program to correct mistakes and provide appropriate compensation and remedies for affected employees. 

One of an employer’s best practices for avoiding FMLA leave abuse when employees take FMLA leave for a medical reason is the certification. It should tell employers when to expect the employee to need time off.

If an employee takes substantially more leave than the certification indicates, the employer may ask for a recertification. Employees have at least 15 calendar days to get a completed certification back to the employer, but if the employer learns that an employee took time off for a reason that didn’t qualify for FMLA leave, the employee loses those job protections. The employer could, then, apply its company policies to unauthorized leave, which could lead to employee discipline, up to and including termination.

Employers might want to double down on reviewing the information in certifications if employees appear to be abusing FMLA leave during the World Cup.

Key to remember: Major events like the 2026 World Cup can trigger additional FMLA issues, so employers should be prepared.