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The Euros kick off next month, what do employers need to know?
- Engagement
Big events are an opportunity to bring staff together and create a sense of community. If possible, strike a balance between work and allowing staff to enjoy the football by say, creating a space where people can watch the matches during breaks.
- Holiday requests
There may be an uptick in requests for time off at short notice or cancellation of leave. Be accommodating where possible, and act reasonably and consistently with requests, being clear with staff about how any competing requests or other issues will be dealt with, and act in accordance with any holiday policy.
- Flexible working
As with annual leave, there may be requests to work flexibly, for example changes to starting and finishing times, longer lunch breaks or different work from home days. Again, be consistent with staff in dealing with requests and clear about any expectations, if any, for making up time or if time needs to be taken out of annual leave and so on.
- Sickness absence
There may be an increase in sickness absence on certain match days or the day after. Avoid jumping to conclusions and investigate suspicious absence in the usual way. Return to work meetings are a good way of checking in with staff and creating accountability. Any patterns of absence or repeated absences should be addressed in accordance with any absence management policy or if required, disciplinary action.
- Policy
Make sure that staff know about any rules that will be relaxed or temporary measures in place, and expectations about any conduct while the matches are on. Generally addressing how and if the tournament can be accommodated can avoid the football being a disruption. Be consistent around requests involving other teams, the same level of any flexibility should equally be allowed for non-home nation matches.