The 2026 FIFA World Cup is here, and it is one of the largest tournaments in the competition’s history, with matches taking place across United States, Canada and Mexico.
The location means that many fixtures will be aired late evening or early hours of the morning. While this may reduce direct clashes with the working day for many organisations, it may still lead to increased requests for time off and last-minute absences.
Many employers will have historically experienced cases of staff unexpectedly being struck down with a mystery illness during or following a big sporting event – arriving late or hung-over to work (or not arriving at all!) after a day and night of celebrating their team's win. It is well worth thinking about the potential issues and putting a game plan in place to help ensure a happy workplace for everyone during the tournament. We have pulled together a number of steps employers can take:
Unpaid or Annual Leave
Consider allowing employees to take unpaid time off work to watch matches or consider requests for short periods of annual leave if employees want time off to celebrate. Employers should ensure employees are informed in advance whether requests for leave will be unpaid or part of their annual leave and how requests will be considered, for example on a first come first served basis. Requests should be treated consistently.
Let employees know that if time off or holiday requests are refused and they subsequently fail to attend work, this will be treated as an unauthorised absence for which they may be disciplined (unless they can demonstrate it was for another reason e.g. genuine sickness).
Shift Swaps Between Employees
If employers operate a shift system, introducing a shift swap scheme enables employees to arrange their shifts around the matches they are interested in, provided appropriate levels of cover can be maintained (and subject to the Working Time Regulations 1998).
Employers should ensure there is a clear process and guidance for approving swaps and confirming responsibility for covering shifts. It is important that swaps are properly recorded and approved to ensure accountability and ensure staffing levels are maintained.
Temporary Flexible Hours
Some employers may benefit from introducing temporary flexible working arrangements during the matches. Any flexibility should remain subject to business needs and operational requirements, with clear expectations around performance and availability.
Hybrid Working and Remote Working
Where roles allow, hybrid and remote working can offer an effective solution and reduce disruption. Employees may be able to work from home on match days, reducing travel time and allowing greater flexibility while ensuring work commitments continue to be met. However, employers should ensure that flexibility is not assumed as automatic entitlement. Arrangements should remain subject to management approval, business needs, and clear expectations regarding responsiveness, productivity and communication.
Screening Matches in the Workplace
Some employers who are open in the evenings may choose to screen selected matches in the workplace as a way of maintaining engagement and reducing unauthorised absence.
While this can support team morale, it should be carefully managed to avoid distractions, productivity loss or operational disturbance. Further, employers need to be aware that in a diverse workforce, not everyone will be interested in the same matches, so they may have requests to screen other matches.
Employers should also ensure that arrangements remain inclusive and do not disadvantage employees who are unable or choose not to participate. Therefore, as an alternative, employers could put in place facilities that enable employees to listen to (or watch) games online on work or personal devices. Employers should expect a surge in the use of social media sites, or an increase in website usage, during the FIFA World Cup. Employees should be reminded of any policies or procedures dealing with web use in the workplace and it should be made clear what is or isn’t acceptable.
Remember, if you are planning on screening any matches live during the FIFA World Cup (or listening to the commentary on the radio), you may need to check you have the correct TV Licence or PRS Licence in place.
Be Clear on Your Policies
The key to successfully managing employees during the FIFA World Cup is to ensure that whatever measures an employer decides to implement, these are clearly communicated to all staff.
It is sensible to remind employees that turning up to work drunk, or hung-over where they are incapable of carrying out their duties, will be considered a disciplinary offence and that levels of sickness absence will be closely monitored for the duration of the FIFA World Cup.
In essence, employees have no 'legal right' to take time off work to watch football matches and it is for the employer to decide how flexible they want to be.
The World Cup should not be viewed purely as an absence management challenge, but rather as an opportunity to demonstrate clear leadership and sensible flexibility. With early planning, consistent decision making and well communicated expectations, employers can reduce unplanned absences, maintain operational stability and support a positive workplace culture throughout the matches.
Kate Sullivan comments:
Major sporting events often place additional pressure on attendance and resourcing. Employers who plan ahead, apply policies consistently and consider proportionate flexibility are best placed to maintain operational continuity while supporting employee engagement.
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