By Michael Dobson, Director of Sapphire HR
The World Cup is an event that captures the attention of millions of people, regardless of whether they consider themselves football fans the rest of the year. It brings a real sense of occasion.
But from an employer’s perspective, it can also bring a unique set of workplace challenges that require careful management.
Over the years, we’ve seen major sporting tournaments influence everything from attendance and productivity to workplace relationships and employee wellbeing. In fact, a recent study by UKG suggests that the World Cup could cost global employers around £12.6 billion in lost productivity. And while most employees approach these events responsibly, employers who fail to plan ahead can find themselves dealing with disruption that could’ve been avoided.
One of the most common issues is absence management. Late-night matches and celebrations can sometimes lead to an increase in short-term sickness absence or lateness the following morning. While it’s important not to make assumptions about an employee’s reason for being absent, businesses should make sure they have clear reporting procedures in place and apply them consistently. The key is to focus on patterns and documentation rather than speculation.
Holiday requests are another challenge that many employers will already be seeing. Popular fixtures often result in multiple employees requesting the same days off, particularly where matches coincide with working hours or fall close to weekends.
Employers aren’t expected to approve every request, but they should have a fair and transparent process for making decisions. Consistency is crucial here. After all, if employees understand how decisions are being made, they’re far more likely to accept an outcome, even if it’s not the one they’d hoped for.
There’s also a people management aspect that businesses shouldn’t overlook. Passionate support for different teams can create a fun atmosphere, true, but occasionally workplace banter can cross the line.
Comments intended as harmless jokes can be perceived differently by colleagues, particularly in diverse workplaces where employees might support different nations. Employers should take the opportunity to remind staff of expected standards of behaviour and make sure managers feel confident addressing concerns if they arise.
Instead of viewing the World Cup purely as a potential problem, employers should also consider it as an opportunity to embrace flexibility where possible. Flexible working arrangements really can provide a practical solution that benefits everyone. Adjusted start and finish times, temporary changes to working patterns, or hybrid arrangements can help employers enjoy the tournament while meeting their usual needs.
At Sapphire HR, we often encourage businesses to think proactively rather than reactively during major events. Outlining your expectations around attendance, annual leave, conduct, and flexible working from the outset can prevent issues before they arise. It also demonstrates that you consider employees’ interests while staying focused on operational requirements.
So, what’s my advice to North East business owners? Don’t wait until problems arise. Review your policies, brief your managers, and think about where flexibility can work within your business. With a bit of planning, the World Cup can be something that brings people together, rather than just creating needless HR headaches.
After all, while the tournament itself only lasts a few weeks, the decisions you make as an employer during that time can have a rippling effect on employee morale, engagement, and workplace culture for a long while to come.
www.sapphire-hr.co.uk