Workplace World Cup Policy
Managing Employees During Major Sporting Events
Major sporting events such as the FIFA World Cup can generate excitement throughout the workplace, boosting morale and creating a shared sense of anticipation amongst employees. However, they can also present employers with a number of practical challenges. Increased annual leave requests, employees wanting to watch matches during working hours, concerns about sickness absence following late-night games and managing workplace behaviour are all issues that employers may need to address. Without clear communication and a consistent approach, minor issues can quickly become workplace frustrations. The good news is that most problems can be avoided with a little planning. By introducing a Workplace World Cup Policy you will be setting expectations in advance and making decisions consistently and fairly. Meaning you can support employee engagement whilst ensuring that business operations continue to run smoothly throughout the tournament.
More information about the Group and Knockout Stages can be found on 2026 FIFA World Cup.
This guide explains some of the most common workplace issues that arise during major sporting events and how SMEs can manage them effectively.
Why Major Sporting Events Can Create Workplace Challenges
Major sporting events such as the FIFA World Cup often generate excitement and can have a positive impact on employee morale. They provide employees with a shared topic of conversation and can help create a sense of camaraderie within the workplace. However, they can also create a number of practical challenges for employers.
One of the most common issues is an increase in annual leave requests, particularly when important matches take place during working hours. Where several employees wish to take the same time off, employers may need to balance individual requests against the operational needs of the business.
Employers may also notice increased distractions during the working day, with employees following match updates, discussing results or attempting to watch games while at work. Whilst a degree of enthusiasm can help boost engagement, employers still need to ensure that productivity and customer service standards are maintained.
Late-night matches can sometimes lead to concerns about punctuality, fatigue or sickness absence the following day. Whilst employers should avoid making assumptions about the legitimacy of an employee’s absence, it is sensible to monitor attendance and apply normal absence management procedures consistently.
Perhaps the biggest challenge for employers is ensuring fairness. Decisions about annual leave, flexible working arrangements, workplace events and attendance expectations should be communicated clearly and applied consistently. Employees are more likely to accept management decisions, even where their request is declined, when they understand the reasons behind those decisions and believe they have been treated fairly.
With a little planning and clear communication, employers can often strike a balance between supporting employee engagement and ensuring that the business continues to operate effectively throughout the tournament.
Managing Annual Leave Requests
Major sporting events often result in a spike in annual leave requests, particularly when important matches are scheduled during working hours. Whilst employers should try to accommodate requests where possible, they must also ensure that sufficient staffing levels are maintained to meet the needs of the business.
Many organisations operate a first come, first served approach to annual leave requests. This can be an effective and transparent way of managing competing requests, provided it is applied consistently. However, employers should ensure that employees understand how leave requests will be prioritised and any limitations on the number of employees who can be absent at the same time.
Fairness is particularly important during major sporting events. Managers should avoid making decisions based on their own interest in a particular team or competition and should be careful not to give the impression that certain employees are being treated more favourably than others. Applying the same process to all requests helps reduce the risk of grievances and workplace tensions.
Forward planning can make a significant difference. If employees are encouraged to submit requests as soon as tournament fixtures are announced, employers have more opportunity to review staffing requirements and consider whether temporary adjustments can be made to support employee requests without affecting business operations.
As teams progress beyond the group stage of the tournament, requests for time off might come to managers with short notice. In the absence of any provision in the contract an employee wishing to take holiday should give notice that is equal to twice the number of days’ leave that they wish to take. During the tournament you might consider relaxing these rules and allowing holiday to be approved with shorter notice periods.
Where leave requests cannot be approved, managers should explain the reasons clearly and consistently. Employees are often more understanding when they can see that decisions have been made fairly and with the needs of the business in mind.
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Read: Holiday Entitlement During Major Sporting Events |
Flexible Working During Major Matches
Many employers now recognise that offering a degree of flexibility during major sporting events can help maintain employee morale whilst minimising disruption to the business. Where operationally possible, flexible working arrangements may provide a practical alternative to multiple annual leave requests or unauthorised absences.
Depending on the nature of the role, employers may consider allowing employees to adjust their start and finish times to accommodate important matches. For example, an employee who wishes to watch an afternoon fixture may be able to start earlier, finish later or make up the time on another day.
Some organisations choose to allow an extended lunch break to watch significant matches, with employees making up the time later. Others may permit employees to watch matches from home where hybrid working arrangements are already established and productivity can be maintained.
Any flexibility offered should be communicated clearly and applied consistently. Employers should avoid making ad hoc arrangements for some employees whilst refusing similar requests from others without a clear business reason. Consistency helps maintain trust and reduces the risk of employees perceiving favouritism.
Flexible working arrangements should also be considered in the context of customer service, operational requirements and workload demands. Whilst supporting employee engagement can bring benefits, employers remain entitled to prioritise the needs of the business where flexibility is not practical.
A balanced approach often delivers the best outcome. Employees appreciate employers who are willing to be flexible where possible, whilst clear boundaries help ensure that business performance and service standards are maintained throughout the tournament.
Flex Time During Major Sporting Events
If you are considering introducing a flex time policy then having a trial run during the World Cup tournament, will allow you to access its sucess and then either make it a permanent arrangement, adjust the rules and extend the scheme for a further month or couple of months or end the scheme.
If you operate a flex time policy you may choose to introduce a temporary adjustment to the rules to allow employees to work around the events that they want to watch and make up lost time later.
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Read: How To Introduce a Flex Time Policy |
Sickness Absence Concerns
Major sporting events can sometimes lead to concerns about sickness absence, particularly where important matches take place late in the evening or involve significant travel and celebrations. However, employers should be careful not to assume that an employee who is absent following a major sporting event is not genuinely unwell.
Employees may become ill for a variety of legitimate reasons and employers should continue to apply their normal sickness absence procedures fairly and consistently. Jumping to conclusions without evidence can damage employee relations and may lead to unnecessary workplace disputes.
That said, unusual absence patterns may justify further investigation. For example, repeated absences immediately following high-profile matches, a pattern of absences linked to particular teams or events, or concerns raised through attendance monitoring may warrant further discussion with the employee.
Where an employee reports sick, employers should follow their normal reporting and absence management procedures, including conducting return-to-work discussions where appropriate. These conversations provide an opportunity to understand the reason for the absence, identify any underlying issues and reinforce attendance expectations.
Consistency is key. Employees should be treated in the same way as they would be at any other time of year, with attendance concerns addressed through the organisation’s normal sickness absence procedures rather than assumptions or speculation.
By communicating attendance expectations in advance and applying absence procedures consistently, employers can minimise disruption whilst maintaining a fair and reasonable approach throughout the tournament.
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Read: Return to Work Meetings |
Unauthorised Absence
Where an employee takes time off work without authority, the employer will be entitled, following an investigation, to regard the matter as misconduct potentially leading to disciplinary action against the employee.
Watching Matches at Work
With matches now available through a wide range of streaming platforms and mobile devices, it has become much easier for employees to follow sporting events during working hours. Whilst a major tournament can generate excitement and boost morale, employers should consider how watching matches at work may affect productivity, customer service and operational requirements.
Some employers choose to allow employees to watch certain matches, particularly where the event is likely to attract widespread interest. Others may permit score updates during breaks but expect employees to remain focused on their duties during working time. There is no single right approach, provided expectations are communicated clearly and applied consistently.
Where employees use company computers, mobile phones or internet connections to stream matches, employers should consider any policies relating to acceptable use of company systems. Excessive streaming can affect network performance and productivity, particularly in smaller organisations with limited IT resources.
Managers should also be mindful of fairness. If some employees are allowed to watch matches during working hours, consideration should be given to how similar flexibility will be managed across the wider workforce. This can be particularly important where some roles are customer-facing or operationally critical and cannot easily accommodate time away from work.
A clear and practical approach, communicated before the tournament begins, can help avoid misunderstandings. Whether the business chooses to allow limited viewing, organise a workplace screening or maintain normal working arrangements, employees should understand what is expected of them and how the arrangements will be managed.
Alcohol and Workplace Conduct
Major sporting events often involve social gatherings, celebrations and, for some people, alcohol. Whilst employers may choose to organise workplace screenings or social events, employees should remember that normal standards of conduct continue to apply throughout the tournament.
Where an employee attends work under the influence of alcohol, or consumes alcohol during working hours without authorisation, this may be treated as a conduct issue and managed in accordance with the organisation’s disciplinary procedure. The appropriate response will depend on the circumstances, including the employee’s role, the impact on the business and any health and safety considerations.
Employers should ensure that employees understand any policies relating to alcohol, workplace conduct and attendance. Communicating expectations before the tournament begins can help prevent misunderstandings and reduce the risk of workplace issues arising.
Conduct Outside Work and Reputational Risk
Employees’ actions outside work will not normally be a matter for their employer. However, there may be circumstances where behaviour outside the workplace has a direct impact on the employment relationship or the reputation of the organisation.
For example, where an employee is arrested, charged with a criminal offence or becomes involved in behaviour that attracts significant public attention, employers may need to consider whether there is any impact on the employee’s role, working relationships or the reputation of the business. This is particularly relevant where the employee holds a senior position, works in a position of trust or regularly represents the organisation to customers, clients or the public.
Employers should avoid making assumptions and should investigate the circumstances carefully before deciding whether any action is necessary. Each situation will depend on its own facts and any concerns should be managed through the organisation’s normal disciplinary procedures.
The key consideration is not whether an employee supports a particular team or attends a sporting event, but whether their conduct has a genuine impact on the employment relationship or the legitimate interests of the organisation.
Workplace Conduct and Respect
Major sporting events can create a positive atmosphere in the workplace, bringing employees together through shared interest and friendly competition. However, employers should be aware that sporting rivalries, national allegiances and strong opinions can sometimes create tension between colleagues.
Good-natured banter is often part of the enjoyment of a major tournament, but there is a line between friendly conversation and behaviour that makes others feel uncomfortable, excluded or offended. Employees should be reminded that normal standards of conduct continue to apply throughout the tournament, regardless of how passionate they may be about a particular team or result.
Managers should be particularly alert to comments or behaviour that could be perceived as discriminatory, offensive or harassing. Major international competitions can sometimes lead to discussions about nationality, race, religion, politics or cultural differences. Whilst most conversations are entirely harmless, employers should ensure that workplace discussions remain respectful and professional.
Social media can also present challenges. Employees may share opinions, comments or images relating to matches, teams or supporters without considering how those posts may affect colleagues, customers or the organisation’s reputation. Employers should remind employees that workplace policies relating to social media, equality, diversity and acceptable conduct continue to apply during major sporting events.
Where disagreements arise, managers should address concerns promptly and consistently. Allowing inappropriate comments or behaviour to go unchallenged can damage workplace relationships and, in some circumstances, expose the business to legal risk.
By promoting a culture of respect and inclusion, employers can help employees enjoy the excitement of the tournament whilst ensuring that everyone feels comfortable and valued in the workplace.
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Read: Avoiding Discrimination |
Communicate Expectations Early
The most effective way to manage workplace issues during a major sporting event is often the simplest: communicate expectations before the tournament begins. Many attendance, conduct and productivity concerns can be avoided altogether when employees understand what is expected of them and how the business intends to manage the event.
Managers should take the opportunity to remind employees of normal attendance expectations, including reporting procedures for sickness absence and the importance of arriving for work on time. This can help prevent misunderstandings and reinforce that normal workplace standards continue to apply throughout the tournament.
It is also helpful to clarify how annual leave requests will be managed, particularly where multiple employees may wish to take time off to watch the same match. Explaining the process in advance helps employees understand how decisions will be made and reduces the risk of perceived unfairness.
Where the business is willing to offer flexibility, such as adjusted working hours, extended lunch breaks or hybrid working arrangements, these options should be communicated clearly. Employees are more likely to work constructively with their employer when they understand what flexibility may be available and the conditions attached to it.
Employers should also remind employees of expected standards of behaviour, both in the workplace and at any work-related events. Respectful conduct, appropriate use of company systems and adherence to workplace policies remain just as important during a major sporting event as they are at any other time of year.
Ultimately, clear communication helps create consistency. When employees know the rules in advance, managers are less likely to face disputes, grievances or difficult conversations later. A short communication before the tournament starts can often prevent a significant amount of disruption once the matches begin.
Consistency Matters
When managing workplace issues during a major sporting event, consistency is one of the most important principles employers can follow. Employees are far more likely to accept management decisions where expectations have been communicated clearly and applied consistently across the workforce.
Problems often arise when different employees are treated differently without a clear business reason. For example, approving annual leave for one employee but refusing a similar request from another, overlooking attendance concerns for some employees whilst investigating others, or allowing certain individuals flexibility that is not available to the wider team can quickly lead to perceptions of unfairness.
Employers should therefore ensure that any decisions relating to annual leave, sickness absence, flexible working arrangements or workplace conduct are made in line with established policies and procedures. Where exceptions are necessary, the reasons should be documented and capable of being explained if challenged.
This is where clear policies, employee handbooks and well-communicated procedures can be invaluable. Employees should understand what is expected of them, how decisions will be made and what may happen if workplace standards are not met.
If attendance, conduct or performance concerns arise during the tournament, employers should resist the temptation to react emotionally or make assumptions. Instead, issues should be managed through the organisation’s normal sickness absence, disciplinary or performance management procedures.
Ultimately, major sporting events may only last a few weeks, but the way employers manage them can have a lasting impact on employee relations. A fair, reasonable and consistent approach will help employers maintain both engagement and operational effectiveness throughout the tournament.
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Read: Employee Handbooks |
Common Mistakes SMEs Make
Most workplace issues arising from major sporting events are not caused by the event itself, but by inconsistent management decisions and a lack of communication. With a little planning, many of these problems can be avoided altogether.
One of the most common mistakes is approving annual leave requests inconsistently. Employees are generally understanding when leave requests are declined for legitimate business reasons, but frustration can quickly arise if similar requests are treated differently without a clear explanation.
Another common mistake is reacting emotionally to sickness absence. Whilst employers may be suspicious when an employee reports sick following an important match, assumptions should be avoided. Attendance concerns should be managed through the organisation’s normal absence management procedures rather than through speculation or frustration.
Problems can also arise where some employees are offered flexible working arrangements whilst others are not. Any flexibility should be based on genuine business considerations and applied as consistently as possible across the workforce.
Many employers underestimate the importance of communication. Employees are far less likely to challenge decisions when they understand the rules in advance. Failing to communicate expectations around attendance, annual leave, workplace conduct and flexibility often creates unnecessary confusion and disputes.
Finally, SMEs can sometimes rely too heavily on informal arrangements. Whilst flexibility is often one of the strengths of a small business, informal decisions made on the spot can lead to inconsistency and allegations of unfair treatment. Having clear policies and applying them consistently provides a much stronger foundation for managing workplace issues during major sporting events.
The most successful employers are usually those who plan ahead, communicate clearly and apply their decisions consistently. By doing so, they can enjoy the positive aspects of a major sporting event whilst minimising disruption to the business.
Be clear about what conduct is unacceptable and might give rise to disciplinary action such as unauthorised absence, unacceptable banter, intoxication, bringing alcohol into the workplace etc. It would be unfair to discipline an employee for breaking a rule they didn’t know existed.
Do you have a difficult workplace situation?
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