Come on England!

The World Cup has kicked off and ends on 18 December 2022, what do employers need to know?

• Engagement

The World Cup is opportunity to bring staff together, and to create a sense of community.In some cases, it may be possible to 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.Generally addressing how and if the tournament can be accommodated can avoid the football being a disruption.

• Policy

Consider making a statement to staff about any expectations that apply during the football, any rules that will be relaxed or temporary measures in place, and expectations about any conduct that will not be acceptable.

• Holiday requests

There may be an uptick in requests for time off at short notice or cancellation of leave.Employers should 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 in accordance with any holiday policy.

• Flexible working

As with annual leave, there may be requests to work more 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

Employers may also see an increase in sickness absence on certain match days, or the morning after.It is important not to immediately jump to conclusions.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 the usual way, in accordance with any absence management policy or if required, disciplinary action.

• Discrimination

Some staff may not wish to engage with the tournament at all in protest about its location on human rights grounds.Be proactive with any issues that arise on this front and be clear about your own equality and diversity aims and values.Likewise, be consistent around requests involving non-home nations teams, the same level of any flexibility should equally be allowed for other matches.

For further information or to speak to a member of our Employment team, please call 01689 887812.