Workers eye side gigs at major events, testing employers' flexibility
Canadians are willing to give up paycheques and vacation days to work short-term gigs at major events like the 2026 FIFA World Cup – and that has clear implications for staffing, scheduling and benefits planning.
New research from Employment Hero found that 14 percent of Canadians would likely consider taking on temporary or gig work related to a major event such as the upcoming FIFA World Cup.
As Canada prepares to host major global and national events – from the FIFA World Cup to the Calgary Stampede – that interest is not just theoretical.
Among employed Canadians open to FIFA-related gig work, two in three say they would consider taking time off their primary job to participate in a temporary role.
Within that group, 28 percent say they would even take unpaid leave, and 38 percent would use paid vacation.
KJ Lee, CEO of Employment Hero Canada, said “Canadians aren’t just casually interested in these opportunities, they’re willing to make real trade-offs to be part of them.”
He noted that “nearly three in 10 would take unpaid leave,” which he called “a pretty powerful signal” of how meaningful these events have become.
The research points to a growing appetite for flexible, experience-driven work.
Six in ten Canadians open to FIFA-related gig work say they would take on this work as a side gig alongside their current job.
While most would treat this as supplemental work, 1 in 10 (11 percent) say they would temporarily replace their primary job – a meaningful segment willing to fully immerse themselves in these opportunities.
Motivations are split among those likely to consider temporary or gig work tied to major events.
In this group, 35 percent say they want a unique, once-in-a-lifetime experience, while 25 percent say they need extra income to meet living expenses.
Lee said “there’s a very practical reality driving this,” with many Canadians using these roles “to help cover everyday expenses” as demand for flexible, short-term income grows.
He argued that employers who plan for higher time off, track capacity and take a “proactive and supportive” approach to flexibility are more likely to maintain momentum and see better engagement and retention.
