Should HR worry about lost productivity during the World Cup?

The World Cup is coming to North American time zones, and while promising soccer thrills, it could also be costly for employers.

It's estimated that on-the-clock viewing of the 2026 tournament could cost about US$4.5 billion in lost productivity, as roughly one quarter of workers say they plan to tune in during work hours.

And with matches spread across the United States, Canada and Mexico, including Toronto and Vancouver, from mid-June to mid-July, many employees are sure to be distracted.

The timing and location of the World Cup matches will change how the tournament (normally played largely in Europe) influences the workplace, according to Anita Bhandari, CHRO of Vancouver’s next-door neighbour the City of Burnaby.

“This World Cup feels different," Bhandari says, "particularly with matches taking place in North American time zones and with Vancouver as a host city."

Having local games happening in local time zones will bring the globally-watched event "more directly into the flow of the workday than in past tournaments," she adds; and it will also up the excitement factor.

Workplace World Cup: planning and inclusion 

The survey of 1,000 U.S. adults by FinanceBuzz estimates an average of three hours of on-the-clock viewing per worker who plans to watch during work. That's roughly two full matches across the five-week schedule.

For individual employers tempted to come down hard with a policy to limit viewing during work hours, Bhandari recommends a more nuanced approach tailored to operational needs, aiming for "a way that is both practical and people-centred."

Big organized events at the workplace can help with engagement, she says, but where that isn't possible or appropriate, organizations can focus on "small, structured ways to acknowledge the moment,” such as breaks for informal team engagement or even just recognizing employee interest.  

Planning flexibility for World Cup-oriented employees also creates a valuable organizational strategy moment, Bhandari adds, that organizations can "Reflect on as part of their broader workforce planning, rather than a defined or uniform approach."

Practical World Cup planning

A practical challenge for HR will be deciding how much flexibility different parts of the workforce can have when some roles need to stay fully staffed. That’s especially true in essential services and operational roles, where even short absences can affect public safety or core service levels, Bhandari says. 

“Being transparent about those distinctions, and grounding decisions in service needs, can help maintain trust and reduce the risk of perceived inequity,” Bhandari says, pointing out that the City of Burnaby is working through those questions right now as they plan logistics for the coming event. 

“It is also important not to lose sight of safety and wellbeing. For those who may be watching, participating in events, or visiting host cities, employers will want to ensure expectations remain clear,” Bhandari says, “and that employees are supported to make safe and responsible choices, particularly in operational environments.” 

A short-term, manageable distraction 

FinanceBuzz notes that nearly half of U.S. adults say they never watch professional soccer outside of the World Cup and that more than one in five admit they “pretend to know soccer rules” during the games.  

Bhandari agrees that the disruption for most employers will be “short term and manageable” with most employers ready to adapt and the positives – eventually – outweighing the negatives.

She points to past large events such as Expo '86 and the 2010 Winter Olympics, both hosted in Vancouver, "Where initial concerns about disruption were largely balanced by planning and practical adjustments," as a guiding post for HR leaders.

“From a workforce perspective, that kind of shared moment can contribute to engagement and connection, both within organizations and across the community, while also bringing positive attention to BC and Canada more broadly.”