#CostaRica 🇨🇷 #BDS_Informs: Companies Must “Level the Playing Field” Ahead of the 2026 World Cup to Prevent Productivity and Workplace Environment Disruptions

This tournament is one of the most significant sporting events globally, and although Costa Rica will not participate in this year's edition, the enthusiasm it generates among employees could have substantial effects on workplace dynamics. Aspects such as punctuality, attendance, productivity, the use of technological resources, and the organizational climate could be impacted during high-viewership matches.

Employers are reminded that the World Cup does not suspend or modify obligations arising from the employment relationship. Employees are required to comply with their agreed-upon work schedules and diligently execute their duties, pursuant to Article 71 of the Labor Code. Employers retain their management, supervisory, and disciplinary powers within the boundaries established by the legal system.

Among the primary risks identified during these types of events are tardiness, unexcused absences, early departures, and declines in productivity. Therefore, employers are advised to review internal regulations, corporate policies, and supervisory mechanisms beforehand to appropriately address these situations.

Interest in watching matches or participating in tournament-related activities does not, in itself, constitute legal justification for failing to meet labor obligations. Depending on the severity of the conduct, any prior offenses (recidivism), and the employee's disciplinary record, consequences could arise that may even constitute grounds for termination of the employment relationship for cause (without employer liability) under the Labor Code.

Another aspect that warrants special attention is the potential misuse of certified medical leaves to be absent from work during certain sports matches. Although certified medical leaves consist of legitimate instruments to protect employee health, if there are objective grounds to question its use for unauthorized purposes, employers may proceed with a validation process—acting with prudence and always respecting due process and the right to defense.

Likewise, the use of the internet, electronic devices, and streaming platforms at work can cause operational disruptions, particularly when using corporate technological resources. In this regard, it is advisable for employers to expressly communicate the rules applicable to the use of company equipment, networks, and systems during the tournament to avoid inconveniences.

An Opportunity to Strengthen Organizational Culture

Beyond the disciplinary challenges, the World Cup can also become an opportunity to promote integration and strengthen a sense of belonging within organizations.

Companies can encourage internal dynamics, voluntary participation contests, recreational betting pools (quinielas), or social spaces that contribute to well-being and interpersonal relationships among work teams.

Furthermore, for matches of special interest, some organizations might consider temporary alternatives such as: schedule adjustments, pre-coordinated authorizations, telecommuting arrangements compatible with operational needs, or setting up common areas to watch certain matches.

Nevertheless, any measures must be implemented based on objective and transparent criteria, avoiding operational disruption or potential disparate treatment among employees.