With the FIFA World Cup kicking off, employers may see an increase in last-minute annual leave and flexible working requests. There may also be more attendance management issues as employees look to follow the tournament, alongside increased use of phones and workplace internet to keep up to date with scores.
Advice from ACAS is encouraging employers to set clear expectations and rehash previous workplace policies ahead of the kick off. In this article we highlight the key considerations for employers when dealing with last-minute requests and reviewing current policies.
Employers should be aware that employees may support different teams and should be alert to ensuring friendly sporting rivalry remains just that and does not escalate to inappropriate behaviour. If events are being held to celebrate and engage in the tournament, they need to be inclusive. It is important to recognise that, regardless of whether an event occurs outside working hours, interactions with colleagues, either in person or via platforms such as WhatsApp, can lead to incidents that impact the workplace.
Positively, the tournament allows an opportunity to embrace and celebrate cultural differences and create a more engaging work environment.
These initiatives can:
Strengthen team relationships
Increase employee satisfaction
Create shared experiences across departments
A positive workplace atmosphere can offset any short-term dips in productivity.
We do see some clients experience the use of negative comments in the workplace which could lead to harassment or discrimination complaints. This needs to be carefully managed and due consideration given to ensure that events are inclusive and all reasonable steps are taken ahead of any workplace event or celebration to prevent harassment from occurring.
A rise in annual leave requests for the tournament is expected. Staff should be reminded to adhere to the leave request policies in force and requests need to be considered fairly and proportionately. A consistent approach is key here. Where possible, consider flexible arrangements for staff to allow them to watch the games, or to consider radio use while working to stay up to date on any matches taking place during work time.
Employers should be aware that as the tournament is being held in the USA, Mexico and Canada, a significant number of games will take place during unsociable hours. This may lead to increased lateness, disruption and absences. Employers should ensure they review their conduct and attendance policies, remind their staff, and be prepared to follow disciplinary procedures consistently if needed.
Employers should prepare in advance, or at the very least consider their staffing needs in greater detail over the period of the tournament particularly if there is an indication that colleagues will be looking to take time off. Employers should allow employees to enjoy the tournament and engage with it where possible while considering flexible working arrangements. Preparing in advance of the tournament could reduce workplace disruption and issues within the team. Above all, be consistent in the approach.
If you have any concerns or questions regarding managing an influx of annual leave requests, disciplinary matters, issues with staff attendance or conduct, please contact the Ashfords employment team.
