FIFA sacks COO Kevin Lamour after public criticism of Infantino

FIFA confirmed last week that its chief operating officer, Kevin Lamour, has been removed from his post following a public critique of President Gianni Infantino’s proposal to sell a stake in the organisation’s tournament business.

The move comes after the governing body reversed the stake‑sale plan amid backlash from members and sponsors, but Lamour’s outspoken stance appears to have sealed his fate.

From a legal standpoint, Lamour’s criticism could be framed as insubordination, giving the employer grounds to dismiss under the “some other substantial reason” provision of the Employment Rights Act 1996. That clause allows termination when an employee’s conduct breaches contractual expectations, such as a duty not to publicly oppose senior leadership.

“No further comment will be made on the matter.”

Legal analyst Jade Gooding of the law firm JMW notes that while executives are entitled to raise concerns, the appropriate channel is usually internal and confidential. “Whistle‑blowing protections exist, but they do not extend to public attacks on strategic decisions,” she said.

Legal grounds for dismissal

In the United Kingdom, a senior executive’s contract often includes clauses that require loyalty and confidentiality. Breaching those clauses can justify dismissal without the need for a formal unfair‑dismissal claim, provided the employer follows proper procedural steps.

Lamour’s case suggests the process may have been expedited, possibly through a settlement. The public statement that the parting was “mutually agreed” hints at a financial agreement to avoid a drawn‑out dispute.

Implications of upcoming employment law changes

From 1 January 2027, the Employment Rights Act 2025 will reduce the qualifying period for ordinary unfair‑dismissal rights from two years to six months and remove the £123,543 cap on compensatory awards. This shift will make it easier for senior staff to pursue claims, potentially increasing the cost of settlements for organisations that opt for quick exits.

Employers should therefore ensure that any dismissal of senior personnel is backed by clear contractual breaches and that internal disciplinary procedures are rigorously applied.

In the meantime, FIFA’s handling of the Lamour episode serves as a cautionary tale for global sport bodies and other organisations navigating the fine line between internal debate and public dissent.