Member Article

World Cup fever in the workplace

With the World Cup almost upon us, supporting fever will take over for the next month or so. Although most games are scheduled between 5pm – 11pm, there is no doubt that employers are going to find themselves facing a larger than normal number of requests for time off and sick days and complaints about a lack of viewing opportunity. A considerable increase in website usage is almost a given.

To assist employers in dealing with these issues, ACAS has issued its own World Cup Advice and Guidance designed to maintain productivity whilst allowing some flexibility to keep the workforce happy.

For many employers, it will not be possible to have an agreement in place with the workforce covering issues such as time off, sickness absence and television access during working time. However, it is still possible to work together with employees on an informal, and flexible, basis to accommodate both parties.

So, for example, the requirements for booking annual leave might be altered to permit less notice to be given reflecting the importance of particular games at particular times. Leave requests should be considered fairly by employers and a consistent approach taken. Remember, not everyone likes football and it would be unreasonable to allow flexibility during the World Cup for those watching football but not to allow flexibility for those who are not. And remember, not all those who like football are men!

An increased level of sickness, particularly following matches involving England or the national country of other employees, should be monitored in accordance with the company’s standard policy. There is no reason why unauthorised absence or patterns in absence should not result in formal proceedings. This is particularly so where you have strived to be more flexible about the arrangements during the World Cup and you consider that employees are abusing the flexibility you have allowed.

You may, for example, allow an earlier start to the working day to allow staff to leave earlier to watch an early kick off. For a late evening kick off you may allow staff to start later the following day provided they then make that time up either on that day or within an agreed time period.

You may want to consider offering facilities for television or radio access during key games; or may relax rules in respect of internet usage during work were it is possible for employees to watch particular games on the internet. All of these things can be monitored to ensure that they are not abused but they also provide a mechanism by which you can support staff to achieve their objective.

It is likely that there will be an increase in the usage of social networking sites and email/text traffic over the period. Where this does not unduly interfere with working practices some greater flexibility should be permitted.

One area where you can remain consistent is in respect of alcohol. You should remind staff of their obligations in respect of drinking on duty (or not) and of the consequence of attending work under the influence of alcohol. You should also remind staff of any policy you have on how they should behave when being entertained by contacts or clients or indeed when entertaining contacts or clients within a sporting environment.

Finally, you will need to be sensitive and alive to national, international and religious conflicts which may impact at work. Allowing overt support through, for example, flags, bunting etc at work may cause issues if you have conflicting supporters of other national teams who are not afforded equal opportunity overtly to support their team. As with all things, it is all about balance – something the world’s best footballers know all about!

Jonathon Stokes is Head of Dispute Resolution at Gordon Brown Law Firm, which has offices in Newcastle and Chester le Street. For further information visit www.gblf.co.uk.

This was posted in Bdaily's Members' News section by Jonathon Stokes .