An employer’s guide to coping with effects of World Cup fever
As disappointing as it is that Wales won’t be at this summer’s World Cup, there is still plenty of excitement in the air for the month-long tournament which kicks off in Russia this Thursday.
That said, for some employers and businesses, there is a fear that big sporting events such as the World Cup inevitably mean disruption.
However, employment solicitor Owen John explains why that doesn’t have to be the case:
■ 1. Plan ahead
The World Cup will take place in Russia between Thursday, June 14 and Sunday, July 15. Games will kick off between 11am and 8pm UK time, with lots of weekday games taking place during traditional office working hours, with a number kicking off at 1pm, 3pm and 4pm.
No doubt many employees will want to watch these games, and historically, sickness absence levels have been statistically higher during major sporting events.
Other employees will probably want to keep track of scores online, meaning that there is plenty of scope for internet usage to surge and staff productivity to plummet.
■ 2. Set the boundaries early
Rather than staying silent on the topic, it’s advisable that employers speak openly to staff about the World Cup and any concerns that they have.
Employers may want to consider putting specific guidelines in place for the duration of the tournament relating to things such as taking time off from work, watching games during working hours and the extent of employee internet usage during the tournament. ■ 3. Be flexible
If possible, an employer may want to consider whether it is possible to take a more flexible approach to issues such as working hours, annual leave requests and internet usage during the tournament.
For example, can employees be allowed to delay their lunch hours to coincide with games, or can they be allowed to listen to games on the radio at work?
Alternatively, can employees be allowed to start work earlier so that they can leave a bit early to watch a game? ■ 4. Be consistent
If an employer is to allow some flexibility to its staff during the tournament, it will need to apply such arrangements consistently across all of its workforce and will also want to make it clear that these are shortterm arrangements for the duration of the tournament only. Not everyone, of course, enjoys football.
■ 5. Business as usual
Despite excitement about the tournament, an employer’s business must go on as usual. As such, employees should be reminded of the employer’s normal rules of sickness absence.
The same goes for alcohol consumption, which historically is statistically higher during a World Cup. Employers should remind staff that its usual rules on alcohol consumption during working hours will apply.
■ 6. Use it to your advantage
Can employers actually use a tournament such as the World Cup to improve employees’ morale and thus improve productivity and staff wellbeing?
For example, sweepstakes, wallcharts and occasional dress-down days often go down well with staff, as does a TV screening of the odd game in the office.
■ Owen John is an employment solicitor and senior associate at Cardiff law firm Darwin Gray LLP.