World Cup fever is gripping the nation, and employers are probably wondering how they will handle the excitement about the tournament in the workplace.
Employers are likely to receive more requests for home working so that employees can watch football while working. In the office, employees will be following their favourite teams using mobile devices, computers, and tablets to watch the tournament. Offices and desks will be decorated as our diverse workforce follows their own favourite teams.
Employers should be aware that such excitement can cause operational issues in their businesses.
So how do you handle football fever in the workplace? The answer is to consult with employees and manage expectations. communicate in advance and set guidelines about continuing work and enjoying the sport.
Annual leave requests should be dealt with subject to operational needs. Employers can expect increased demand for single and half-day vacations. Employers can consider, where possible, flexible working or extended lunch breaks. All arrangements should be applied consistently to all employees.
Employees should be reminded that the usual rules on attendance and punctuality will still apply. An employee who does not show up to work should be dealt with using the absence policy and could face disciplinary action if they are absent without leave. Employees can self-certify for 7 days, and after this period, they must produce a fit note from a medical practitioner. An employee who attends work in an intoxicated state should be investigated and could face disciplinary action where appropriate. Where an employee has a drink or substance problem, employers should encourage the employee to get help from a medical practitioner.
Employers should clearly communicate their social media policy to employees because they may succumb to the temptation of watching matches on their computers and mobile phones. Employers should make clear what is a reasonable use of websites and social media channels. If employers do not have a policy, now is a good time to get your policy updated by Quest.
Football fans love to banter and express their opinions. Employees should be reminded that in the workplace, this can result in offence to others, giving rise to discrimination claims. The employer’s usual policy on bullying and anti-discrimination will still apply to all staff.
Employees may wish to have a World Cup sweepstakes. Although this can be for fun, employers must be mindful of excessive gambling in the workplace and avoid falling foul of gambling legislation. Employees should be given guidance about gambling and directed to gambling support organisations if they have an addiction to gambling.
Employers can be held vicariously liable for the actions of employees during the course of employment. Employees should be always reminded that they represent the company, and any out-of-work misconduct such as football violence can bring the company into disrepute. Employees can be investigated and made subject to disciplinary action.
Finally, enjoy the World Cup, but keep in mind those employees who do not follow football!
Should you wish to get advice on any of the above, please contact the advice line on 0116 274 9194 so we can also help you update workplace policies!
