FIFA requests labour law exemptions for World Cup 2026 staff in Toronto

As Toronto prepares to co-host the FIFA World Cup in 2026, internal documents revealed that soccer’s global governing body requested exemptions from certain labour laws.

According to the Toronto Star, the city did try to secure guarantees from the provincial and federal governments before submitting its bid in March 2018.

Emails show that the concessions fell into several categories:

Shortly after Toronto submitted its bid, then-mayor John Tory expressed his concern about the exemptions requested by FIFA.

Mike Williams, general manager of economic development and culture at the time, assured the mayor’s office in an email that “no one in Canada, certainly not us, is waiving any laws, employment or otherwise.”

Ontario government’s response

A spokesperson for the provincial government, which is primarily responsible for employment law, said no promises have been made to FIFA.

Federal government’s response

Ottawa refused to confirm to the Star whether it granted FIFA’s requests.

However, other news outlets claim that the federal government did agree to major concessions, such as exempting the organization from taxes during the tournament.

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My employer isn’t based in Canada, do they have to follow local laws?

The short answer is yes. Employers who aren’t headquartered in Canada, such as FIFA, must adhere to Canadian employment standards legislation for staff in the country.

Companies can’t use employment contracts to circumvent this.

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Can employers request labour law exemptions in Ontario?

While employers such as FIFA can ask for staff to be exempt from certain labour laws in Ontario, the provincial government doesn’t have to approve the request.

If the government rejects the proposed exemptions, the company would be required to follow the province’s employment laws.

My employer refuses to follow labour laws in Ontario, what should I do?

Ontario’s Employment Standards Act (ESA) applies to all provincially regulated employees.

Employers, regardless of where they are headquartered, must meet the minimum standards articulated by the ESA. This includes:

If you are a non-unionized worker and your company isn’t adhering to the ESA, contact an experienced Ontario employment lawyer at Samfiru Tumarkin LLP.

We can review your situation and help you determine the best course of action.

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Can employers punish staff for asserting their workplace rights in Ontario?

Employers can’t punish, or threaten to punish, non-unionized employees for asserting their workplace rights in Ontario.

If this happens to you, that is likely a reprisal and you should connect with our firm as soon as possible.

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My employer made major changes to my job after asserting my rights, can they do that?

The short answer is no. If your employer made unwanted changes to your job because you asserted your workplace rights in Ontario, there is a very good chance that it would be a reprisal.

Non-unionized workers don’t have to accept significant adjustments to the terms of their employment.

Major modifications, such as a demotion, pay cut, or workload increase, are illegal in the province.

WATCH: Employment lawyer Lior Samfiru breaks down everything you need to know about changes to your job on an episode of the Employment Law Show.

If substantial changes were made to your job without your consent, contact an experienced employment lawyer at Samfiru Tumarkin LLP. We can determine if you have grounds for a constructive dismissal claim.

In this situation, the law allows you to quit your job and pursue full severance, which can be as much as 24 months’ pay.

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My employer is pressuring me to quit after asserting my workplace rights, what should I do?

No matter how upset your employer is that you asserted your workplace rights in Ontario, the company can’t pressure or force you to resign.

If your boss is encouraging you to step down, document their attempts. Keep any letters, emails, or text messages that show how the company is pressuring you to quit your job.

Once you have gathered all of the relevant documents, don’t resign before seeking legal counsel — you might have grounds for a constructive dismissal claim.

Already resigned?

If you were forced to quit your job for any reason, connect with a member of our team.

In addition to severance pay, we can help you obtain compensation for any damages associated with the end of your employment.

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Can my employer fire me for asserting my workplace rights in Ontario?

Employers can’t fire non-unionized employees for asserting their workplace rights in Ontario.

However, companies can let staff go for any reason, as long as they are provided full severance pay and the reasons for their dismissal aren’t discriminatory. This is known as a termination without cause.

Fired “for cause”?

Non-unionized employees in Ontario can’t be terminated for cause after asserting their workplace rights — meaning no severance package or access to Employment Insurance (EI) benefits.

Considered the harshest punishment in a company’s arsenal, this type of dismissal is reserved for the worst workplace offences, such as serious insubordination, theft, or assault.

To justify firing you for cause, your employer must prove progressive disciplinary measures were applied and that a lesser penalty wouldn’t be suitable, which is very difficult to do.

In our experience, most non-unionized employees don’t meet the conditions necessary for this type of dismissal and are entitled to severance pay.

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Lost your job? Speak with an employment lawyer

If you were fired or let go for asserting your workplace rights, or for any reason, contact the experienced employment law team at Samfiru Tumarkin LLP.

Our lawyers in Ontario, Alberta, and B.C. have secured favourable outcomes for tens of thousands of non-unionized employees.

We can review your situation, assess your legal options, and ensure that you receive the compensation you are owed.