The Monday after the Big Game has long held a mythical place in American workplace culture: groggy employees, half-empty offices, mysteriously “sick” coworkers, and productivity that nosedives faster than a blown coverage. Now, Gopuff, the instant-commerce platform known for delivering snacks at 2 a.m. and groceries at lightning speed, wants to make it official.
The company has partnered with Tom Brady and Druski to support The Super Monday Off Coalition, a 501(c)(4) nonprofit pushing to make the Monday after the Big Game a federally recognized holiday.
Is it a stunt? A genuine push for labor reform? A clever marketing moment?
Yes—on all fronts.
And beneath the humor and celebrity power, this campaign taps into a very real and very expensive workplace trend: the growing recognition that employee fatigue and cultural rituals aren’t just HR issues—they’re macroeconomic ones.
The Business Case: $3 Billion in “Lost Productivity” Says the Quiet Part Out Loud
According to Gopuff, annual workplace disruption tied to post–Big Game absences costs U.S. businesses roughly $3 billion. That’s not entirely shocking; The Harris Poll also shows:
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43% of employed Americans believe Super Monday should be a national holiday
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56% of Big Game viewers wish their employer would simply give them the day off
Taken together, that’s a sizable chunk of the workforce signaling a need that’s been ignored for decades.
Gopuff is the first major corporation to plant its flag publicly, positioning the initiative as a “pro-worker, pro-family, pro-America win.” Strip away the patriotic crescendo and you’re left with a practical point HR leaders already understand: predictable downtime beats unplanned absenteeism every time.
The move also fits into a broader workplace shift where employers are increasingly expected to accommodate cultural realities, not fight them.
Redefining the Modern Work Calendar (Or: Why This Isn’t Just About Football)
Federal holidays rarely change, and proposals for new ones tend to stall. But Super Monday—humorous as the pitch may be—lands at the intersection of several HR megatrends:
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Burnout and rest cycles are now mainstream concerns
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Hybrid models have blurred the line between workdays and personal time
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Cultural events increasingly shape workplace policies
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Younger workers expect employers to acknowledge shared cultural rituals
A national day off may sound trivial, but in HR terms, it represents a shift toward designing calendars around how Americans actually live—not how workplaces have always operated.
Whether Congress will bite is another matter. But the coalition’s strategy is simple: demonstrate demand, demonstrate economic logic, and make it culturally irresistible.
Tom Brady and Druski Bring the Star Power—and the Satire
Gopuff’s campaign launches with HARD PASS, a tongue-in-cheek ad depicting the misery of trudging into work on Super Monday. It premieres during the Thanksgiving Day matchup between Green Bay and Detroit on FOX—a placement designed to maximize football fan engagement long before the playoff hype begins.
“Going into work the day after the big game? Hard pass,” Brady says in the spot, echoing millions of sluggish Monday commuters everywhere.
Brady’s involvement also deepens his existing partnership with Gopuff, but more importantly, lends the initiative mainstream credibility. Druski adds the comedic punch (and considerable Gen Z reach) needed to turn a policy push into a cultural conversation.
The campaign will extend across linear and CTV ads, in-person activations, and social pushes through the rest of the season.
Why This Story Belongs in HR Tech News, Not Just Pop Culture Sections
At first glance, this looks like a PR event wrapped in football fanfare. But its underlying message is firmly HR-centric:
Employees are exhausted, companies are losing money, and cultural rhythms matter.
The Big Game is one of the few moments of true national togetherness. More than 100 million Americans watch it. Monday absenteeism spikes every single year. HR teams plan around it. Managers dread it. Employees fake coughs because they know they’re not alone.
Gopuff is essentially asking: If the data, the behavior, and the culture all point in the same direction, why fight it?
Whether or not a federal holiday materializes, the broader trend is clear: companies are increasingly expected to align themselves with how employees actually experience the world, not just how HR manuals are written.
Super Monday might be the first mainstream test case of “cultural calendar syncing.”
The Policy Push: How Gopuff Is Turning a Joke Into Legislation
As part of its efforts, Gopuff is:
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Donating 1% of profits from its Super Monday Off collection through Feb. 8, 2026
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Spotlighting the cause across its app
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Allowing customers to donate directly through donation cards
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Driving traffic to SuperMondayOff.com, where supporters can:
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Sign the petition
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Contact legislators
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Donate directly to the 501(c)(4)
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The company pledges up to $25,000 per week during the run—modest for a major brand, but notable as the first corporate financial support for the movement.
The entire campaign functions like a grassroots funding and awareness machine, powered by snack delivery and anchored by celebrity voices.
Super Monday, HR Trends, and the Future of “Cultural PTO”
Even if Super Monday doesn’t get Congressional approval, HR leaders should keep an eye on this trend.
We may be entering a workplace era where:
1. Cultural PTO Becomes a Recruiting Differentiator
Companies offering Super Monday off—official holiday or not—could win points in talent attraction, particularly for frontline and hourly workers.
2. Predictability Outweighs Presenteeism
Businesses increasingly prefer structured downtime over hidden absenteeism.
3. Generational Shifts Influence Holiday Calendars
Younger workers value flexibility around culturally significant events, not just legacy holidays.
4. Corporate Advocacy Moves Beyond Social Issues
We’re seeing a rise in companies lobbying for lifestyle-centric policies—not just compliance or labor protections.
5. HR Tech Platforms Play a Role
From scheduling systems to workforce planning tools, HR tech will need to accommodate new patterns and holiday models driven by culture, not statute.
If Super Monday becomes a national holiday, it would mark one of the biggest adjustments to the U.S. holiday calendar in decades. If it doesn’t, the conversation will still have forced employers to rethink how they handle predictable, high-impact cultural moments.
Either way, the ripple effect touches HR departments nationwide.
The Bottom Line
Gopuff’s partnership with Tom Brady and Druski to push for Super Monday is clever, culturally aware, and backed by real workplace data. It’s part marketing stunt, part social movement, part economic argument—and surprisingly aligned with modern HR realities.
Whether or not Congress signs off on a new national holiday, the campaign puts a spotlight on a truth HR leaders already know: employees’ lives don’t stop for the workweek, and sometimes the workweek needs to flex to meet reality.
Super Monday might be the day America sleeps in. Or it might just be the start of a broader rethinking of how we structure work around culture—not the other way around.
