Goldman Sachs and JPMorgan are offering flexible remote work options to employees during the World Cup. (Illustrative AI-generated image).
- Goldman Sachs and JPMorgan are allowing remote work on World Cup game days in host cities due to anticipated commute disruptions.
- This move represents a pragmatic exception to their long-standing five-day return-to-office mandates.
- The 2026 FIFA World Cup is expected to cause significant travel chaos in cities like New York, impacting daily commutes.
- The flexibility aims to ensure business continuity and prevent employee morale issues caused by difficult commutes.
- While a temporary measure for the World Cup, it may set a precedent for future flexibility in corporate policies.
- Other major banks have not yet announced similar policies, positioning Goldman and JPMorgan as early movers.
The Surprising Summer Shift: Banks Embrace World Cup Remote Work
Wall Street’s biggest return-to-office champions are letting employees work from home this summer. The reason? Soccer. The 2026 FIFA World Cup, co-hosted by the United States, Canada, and Mexico, is bringing hundreds of thousands of fans to host cities like New York, Los Angeles, and Miami. For banks that have long insisted on five-day-a-week office attendance, the expected commuter chaos has forced a temporary rethink.
Goldman Sachs and JPMorgan Chase, two of the strictest proponents of a five-day-a-week office presence, have quietly told employees they can request to work remotely on days when World Cup matches are played in their city, especially in New York. The news comes from internal memos seen by the Financial Times and confirmed by company statements. JPMorgan’s flexibility applies to all employees in the three North American host countries: the United States, Canada, and Mexico. Goldman Sachs told Fast Company that it is encouraging employees to communicate with managers about their commute during the World Cup. A person familiar with Citigroup said the bank is encouraging hybrid employees to talk to managers if their commute will be disrupted.
For years, these banks have argued that in-person work is essential for collaboration, culture, and mentorship. Goldman CEO David Solomon once called remote work an “aberration.” He has frequently stated that the bank’s culture depends on junior employees learning from senior colleagues in person. JPMorgan CEO Jamie Dimon has similarly emphasized the importance of office presence, warning that remote work hinders spontaneity and innovation. Now, they are bending their own rules for a month-long sporting event.
The irony is hard to miss. Banks that demanded staff return to their desks are now urging them to stay home-at least for a few days. But behind the shift is a practical problem: hundreds of thousands of soccer fans are expected to flood host cities, creating commute chaos. The New York metropolitan area alone could see more than a million visitors on game days, according to city estimates. Street closures, packed subways, and increased traffic will make the usual morning rush feel like a marathon. Banks that need their employees to show up five days a week face a simple choice: either force people to suffer through impossible commutes or let them work from home.
The decision reflects a moment of pragmatism. Even the most rigid return-to-office policies can be set aside when external events make office attendance impractical. The World Cup is not a typical event-it brings together fans from around the globe, and New York is expected to be one of the busiest hubs. The tournament runs from June to July 2026, with multiple match days spread across each host city. For New York, that could mean several disrupted commuting windows over the month.
Why the World Cup Is Forcing a Rethink on Commutes
The 2026 FIFA World Cup will be co-hosted by the United States, Canada, and Mexico. New York City is one of the key host cities, and it will draw massive crowds. The tournament format includes 48 teams and 104 matches, with 11 U.S. host cities including New York/New Jersey (MetLife Stadium), Los Angeles, Dallas, and others. New York will host more matches than any other venue, with estimates suggesting up to eight games. Each match day could bring 60,000 to 80,000 fans to the stadium, plus additional crowds gathering in public viewing areas throughout the city.
For workers commuting into Manhattan, the combination of street closures, packed subways, and increased traffic could make the usual morning rush feel like a marathon. The Port Authority of New York and New Jersey has already warned of severe congestion on bridges and tunnels. Train services from the suburbs may operate on modified schedules, and ride-sharing prices are expected to surge. In this environment, even a dedicated five-day-a-week banker might find it impossible to reach the office on time-or at all.
The decision to relax return-to-office mandates is not just about employee convenience; it is about business continuity. Banks need their staff to be productive, and asking them to endure hours of commuting gridlock might lead to lower morale or higher absenteeism. Allowing remote work on game days ensures that trading desks, client meetings, and back-office operations continue without disruption. It also avoids the PR nightmare of forcing employees to navigate chaos while the firm’s leadership enjoys the matches.
The scale of the World Cup is unlike anything these cities have experienced recently. The 1994 World Cup in the U.S. attracted 3.6 million spectators over 52 matches, but the 2026 event will be far larger-104 matches across three countries. New York’s transportation system is already strained on a regular day. Adding hundreds of thousands of soccer fans will push it to its limits. Even the most rigid return-to-office policies can bend when confronted with such a major public event.
How Goldman Sachs, JPMorgan, and Citigroup Are Handling World Cup Remote Work
Goldman Sachs sent a memo to its staff saying that employees can request to work remotely on days when World Cup matches are happening in their city. The bank encouraged workers to communicate with their managers about their commute plans. “We recognize that the World Cup will bring large crowds and potential transit disruptions,” a spokesperson said. The memo did not specify a maximum number of remote days, but the expectation is that the policy applies only on game days in each city. In New York, that could be several days spread over the month-long tournament.
JPMorgan Chase went a step further. Its policy covers all employees in the three host countries: the United States, Canada, and Mexico. The bank told its staff that buildings will operate as usual but that employees should work with their managers if they need to make alternative arrangements. The message was clear: if your commute is a mess, stay home. JPMorgan’s flexibility is notable because it applies to a broader geographic area than Goldman’s, encompassing cities like Toronto, Vancouver, and Mexico City, where matches will also be played.
Citigroup has also weighed in, though its policy is less formal. A person familiar with the bank’s plans said that hybrid employees are encouraged to talk to their managers if they expect their commute to be disrupted. The bank has not issued a blanket work-from-home order, but it is signaling flexibility. Citigroup already operates a hybrid model for many of its workers, so the World Cup disruption may be easier to accommodate within existing arrangements.
The internal memos, as reported by the Financial Times, do not specify exactly how many days of remote work will be allowed. The expectation is that the policy applies only on game days in each city. For employees in non-host cities, the usual return-to-office rules remain in effect. The banks’ stance represents a temporary exception to their generally strict return-to-office policies-not a permanent shift.
What This World Cup Exception Means for Future RTO Policies
The World Cup exception is a rare crack in the wall of strict return-to-office mandates. For years, banks like Goldman Sachs and JPMorgan have resisted the hybrid model that many other industries have adopted. They argued that in-person work was non-negotiable. Even when other Wall Street firms like Morgan Stanley and Bank of America allowed some hybrid arrangements, Goldman and JPMorgan held firm on five days. The World Cup is the first major external event to force them to publicly acknowledge that exceptions are possible.
Now, they are showing that even non-negotiable policies can be renegotiated. The obvious question is whether this temporary change will set a precedent for other events. If a short-term disruption like the World Cup justifies remote work, why not a major snowstorm, a transit strike, or a public health scare? Banks in New York have historically been reluctant to close offices during snowstorms, but the World Cup exception could embolden employees to ask for similar flexibility in the future.
Some employees may see this as a sign that the banks are willing to be flexible when necessary. Others may wonder why the same flexibility is not available for personal reasons. The World Cup exemption could fuel internal conversations about the fairness of rigid RTO policies. Critics might argue that if the bank trusts employees to work from home for soccer, it should trust them for other reasons too. The inconsistency could become a source of tension if not handled carefully.
It is also worth noting that the banks have not changed their overall stance. They still expect most employees to be in the office five days a week once the World Cup ends. But the message is mixed: work from home for soccer, but not for your child’s school play. The temporary nature of the exception underscores that these banks view remote work as a concession, not a new standard. Yet the fact that they are making any concession at all is significant for an industry that has been the most vocal champion of in-person work.
Broader Industry Context: Are Other Banks Following Suit?
As of now, no other major U.S. banks have publicly announced similar World Cup work-from-home policies. Wells Fargo, Bank of America, and Morgan Stanley have not issued memos offering the same flexibility, based on available reports. A spokesperson for Wells Fargo declined to comment on specific plans, but indicated that the bank typically evaluates commuting disruptions on a case-by-case basis. Bank of America did not respond to requests for comment. Morgan Stanley has not made any public statement regarding World Cup accommodations.
That could change as the tournament gets closer. Other financial firms in host cities may decide that letting employees stay home is better than dealing with a demoralized workforce stuck in gridlock. But the silence from other banks suggests that Goldman, JPMorgan, and Citigroup are the early movers. It is possible that other firms are waiting to see how disruptive the World Cup actually becomes before committing to a policy.
Outside of banking, some companies in New York City are also preparing for the World Cup crowds by encouraging remote work. Tech firms and media companies that already have hybrid or fully remote policies may find it easier to adapt. But many are taking a wait-and-see approach, especially those that have already adopted hybrid models. The World Cup is a known event, but its exact impact on commuting is hard to predict until match days arrive.
The scale of the World Cup is unlike anything these cities have experienced recently. New York will host more matches than any other venue, drawing crowds that could overwhelm the transportation system. That kind of disruption forces even the most office-obsessed companies to adapt. The banks that have announced policies are being proactive; others may follow when the congestion becomes real.
Outlook: Temporary Exception or a Sign of More Flexibility?
The World Cup is a one-time event, but its impact on corporate policies could linger. When the tournament ends, banks will almost certainly return to their five-day return-to-office mandates. But the memory of this temporary flexibility may not fade quickly. Employees have already shown that they value the ability to work remotely. The World Cup exception proves that the technology and management systems for remote work are still in place. If the banks trusted their employees to work from home during the World Cup, why not on other occasions?
There is also the question of precedent for other large events. The next major disruption-a heat wave, a political convention, or another pandemic wave-could prompt a similar response. Banks that have now acknowledged that remote work is possible under certain circumstances may find it harder to say no in the future. The line between temporary and permanent flexibility can blur over time, especially if employees come to expect it.
For now, though, the World Cup is a practical compromise. The banks need their employees to keep working, but they also need them to stay safe and sane while the city is overrun by soccer fans. Allowing remote work for a few days is the easiest way to achieve both goals. The decision also avoids the negative publicity that would come from forcing workers to brave impossible conditions while top executives attend matches.
The real test will come the day after the final match. Will the banks snap back to their old policies, or will they remember the summer they let their staff work from home for the beautiful game? Only time-and the next internal memo-will tell. For now, the World Cup exception stands as a reminder that even the most rigid corporate policies can bend when faced with reality. And for employees who have long argued for more flexibility, it is a small but significant victory.
Frequently Asked Questions
Why are Goldman Sachs and JPMorgan allowing remote work during the World Cup?
These banks are allowing remote work on World Cup game days to address the expected severe commute disruptions in host cities. The influx of hundreds of thousands of fans is predicted to cause significant traffic and public transit issues, making it difficult for employees to reach the office.
Does this mean banks are abandoning their return-to-office policies?
No, this is a temporary exception specifically for the World Cup. The banks are still largely committed to their five-day in-office mandates for most days. This is a pragmatic response to a unique, large-scale event.
Which employees are eligible for remote work during the World Cup?
JPMorgan Chase's policy applies to all employees in the United States, Canada, and Mexico. Goldman Sachs is encouraging employees to communicate with their managers about commute disruptions during game days in their respective cities.
Could this World Cup remote work policy set a precedent for the future?
It's possible. This exception demonstrates that even rigid return-to-office policies can be adjusted for significant external events. Employees may use this as a basis to ask for similar flexibility during other disruptions.
Are other major banks offering similar flexibility for the World Cup?
As of now, other major U.S. banks like Wells Fargo, Bank of America, and Morgan Stanley have not publicly announced similar World Cup work-from-home policies. They may be taking a wait-and-see approach.
How will the World Cup impact commuting in host cities?
The World Cup is expected to cause major congestion due to street closures, packed public transport, and increased traffic. Cities like New York anticipate millions of visitors on game days, potentially overwhelming transportation systems.
References
- Goldman Sachs and JPMorgan pushed hard for a 5-day-a-week return to the office. Why they’re now letting employees work from home – Original report (Fast Company)
- Goldman Sachs, JPMorgan pushed for 5-day RTO. Now they're letting employees WFH – Fast Company – This is the primary article reporting that Goldman Sachs, JPMorgan, and Citigroup are allowing work-from-home during World Cup, based on internal memos and Financial Times reporting.
- I wrote that Boomers were choking America’s economy. Their responses to me were revealing – Fortune – Full text not available; title indicates a separate opinion piece about generational economics, not directly relevant to the RTO World Cup story.
- Here's JPMorgan Chase's blueprint to become the world’s first fully AI-powered megabank – CNBC – Full text not available; title focuses on JPMorgan's AI strategy, unrelated to the World Cup work-from-home announcement.
- The list of major companies requiring employees to return to the office, from JPMorgan and TikTok to Ford – Business Insider – Full text not available; title suggests a broader roundup of RTO policies, which could provide context but was not accessible for this synthesis.
- 'Did we learn nothing?' Synchrony is hybrid, the Best Company to Work For, and puzzled by the return-to-office push – Fortune – Full text not available; title suggests a piece questioning RTO pushes, which may be tangentially relevant but could not be incorporated.
