Q. The World Cup kicks off in less than a month’s time, 14 June to be exact. Do I need a policy in place for those wanting to watch the matches?
A. In practice, you do not need a specific policy on the World Cup to outline your organisation’s stance on the matter. Pre-existing policies on absence reporting, internet usage and workplace conduct should be sufficient to prevent staff from following the tournament while at work. However, employers are advised to re-communicate the policies to staff and inform them that the respective policies must still be followed, or to explain any temporary allowances that will be in place to accommodate fans.
Due to the time difference between the UK and Russia, a number of games will take place during regular business hours.
Employees may become distracted during these times and workplace productivity will fall. To mitigate this, you should ensure existing policies on internet usage and use of personal mobile devices are enforced.
You may also consider blocking internet access or access to certain websites for relevant periods.
Some employers may allow staff to keep up with the tournament’s developments to avoid any discord.
One favourable method would be to nominate an individual to periodically check on the scores and inform colleagues of any significant developments.
Others may consider placing a TV in the staff room, allowing employees to watch the games during designated break times. However, those wishing to do so should first ensure they have the necessary TV licence in place and consider the risk of individuals taking extended or unauthorised breaks to keep up-to-date with the action.
Although it is common for unauthorised absences to increase around major sporting events, you should not jump to conclusions and return to work interviews should be conducted to find out the reason for the absence.
To reduce absenteeism, you may consider allowing a period of flexible working so employees can leave earlier to get home in time for a match or start slightly later if they have been celebrating a victory the previous evening. It is important to allow the same privilege to those who are not football fans to ensure they are not met with any disadvantage.
While employers are keen to ensure the World Cup does not provide staff with an excuse to ignore workplace policy, many incorporate the tournament in some way to promote a positive company culture.
Employers should be measured in their approach using a combination of existing policies and practical reasoning.
Peter Done is managing director of law firm Peninsula
