The World Cup 2026 has officially kicked off, and for the next six weeks millions will be attending matches with billions more spectating and engaging through broadcasts and online. Here in the UK, around a third of the country is expected to watch the matches, and as a result, it is important for employers to be aware of the potential impact on the workplace. Here, employment solicitor Kate Frisby at leading East Midlands law firm Nelsons shares advice on maintaining standards of attendance, conduct and performance.
The World Cup is one of the most popular sporting events across the globe, and nowhere more so than here in the UK, with a nation of football fans. For employers, there are several factors to be aware of and to remind teams about during the tournament, to ensure there is no ‘red card’ behaviour and to promote an inclusive and positive environment for all.
Time off
Given that this year’s games are taking place in the USA, Canada and Mexico, many games will be aired during late night or early morning hours. Employers therefore may wish to take a flexible approach to requests for annual leave during this period. However, requests should be considered fairly and dealt with consistently, in the same way as leave requests connected with any other major event or occasion. Employees should therefore be reminded that requests for time off remain subject to operational requirements.
Sickness and absence
Similarly, employers may also wish to remind staff that normal sickness absence and attendance procedures will continue to apply during the tournament. Any unauthorised absence, repeated lateness, or suspicious patterns of absence may be investigated and, where appropriate, dealt with under the employer’s formal procedures.
Flexibility
A more flexible working day may be one practical solution. For example, employees may be permitted to start later, finish earlier, or adjust their working hours around match times, provided that any lost time is made up and business needs continue to be met.
Other options may include allowing staff to listen to commentary, watch coverage during breaks, or swap shifts with prior management approval. If any additional flexibility or benefits are offered, these should be applied fairly and consistently across the workforce. Any temporary change to hours or working arrangements should be agreed in advance.
Drinking or being under the influence
Some employees may choose to watch matches at the pub or socialise until late. Employers may therefore wish to remind staff of the standards expected before and during working hours. In particular, staff should be reminded that they must not attend work under the influence of alcohol and that drinking during working hours, or attending work impaired, may amount to misconduct and could result in disciplinary action.
Behaviour outside of work
Employers should remind employees of their responsibilities to behave themselves outside of work whilst watching football. Anti-social behaviour from an employee during the tournament could potentially damage an employer’s reputation and have a negative impact on the business. Businesses can take disciplinary action against their employees for misconduct outside of work and this is potentially a fair reason for them being dismissed.
Social media and website use
Employers may see an increase in staff accessing social media, news sites and other online content relating to the tournament during working hours. It may therefore be helpful to remind employees of any existing policies on internet use and social media, and to ensure those policies clearly set out what is and is not acceptable during the working day.
Preventing alienation
As big as the following is, football will not be of interest to all employees and so it is important that employees that do not have an interest in the World Cup do not feel excluded. Workplace events connected with the World Cup should be as inclusive as possible so that everyone can get involved. However, they should be optional and employees that do not want to take part should not be disadvantaged.
Potential rivalry
Not all employees who are football fans will support England and workplace banter may develop between staff members who support opposing nations. It is essential that this does not cross the line into race discrimination. Employers should take steps to keep this under review and make it clear that any discriminatory behaviour will result in disciplinary action.
Embracing the World Cup
The World Cup can offer the opportunity for employees to engage and bond with one another, and businesses may want to take advantage of this by allowing their employees to keep up to date with what is happening in the tournament. Employers who use the World Cup as an employee engagement tool are likely to benefit from the positive impact on morale.
For more information on employment law or any guidance for businesses, please visit: https://www.nelsonslaw.co.uk/about-us/find-us/nelsons-solicitors-nottingham/employment-law-nottingham/