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With World Cup frenzy starting to build for 11th June a recent survey conducted by gaming website Betfair shows that 68% of UK adults surveyed are thinking about skipping work during the tournament.
On Wednesday, 23 June, England play Slovenia in a group match, which may decide whether they make it through to the knock-out stages. With a 4 o'clock kick-off, football fans will be clamouring to watch the important match.
As an employer it may be time to remind staff about particular processes and policies around taking time off (holiday, sickness, unauthorised absence) use of the internet and the company’s approach to flexible working during this period.
You may want to remind your staff of the process and notice required for booking holiday or time off in lieu. In the absence of a policy the Working Time Regulations 1998 say that an employee must give an employer advance notice equivalent to twice the number of days they wish to take off.
You may want to allow a temporary period of flexible working, allowing employees to work different hours or make up hours on other days. Earlier start times may be an idea but only if you can accommodate this without a negative impact on the business and its customers.
Statistics clearly show a sudden rise in sick leave around major sporting events. So what happens if an employer thinks the sickness isn't genuine or is the result of a self induced hangover? Employers then face the tricky task of trying to assess the truth e.g. by arranging a return to work interview with the employee. Take practical pre-emptive steps to help avoid the situation such as giving an advance reminder to staff about following the correct procedure for notifying absence - and stressing that unauthorised absence will result in disciplinary action.
Some employees may ask if they can work from home. Although some employers can accommodate this, the reality is that it can be difficult to monitor whether an employee is being productive so it’s important to be clear about the work output expected when working from home. It may be easier to allow employees to watch matches at work, it can foster good employee relations although remember, not everyone is a football fan.
Staff may seek to use their office computers to watch the games or track the score, which can have a negative impact on productivity (and potentially the security of your IT systems). Having a clear policy in place on internet usage can help spell out what is acceptable - and what is not.
Whatever your approach as an employer, ensure that your staff know the rules of engagement before the World Cup kick-off on 11 June. Check out the acas website for further information or get in touch with Blue Star Human Resources. | 
