World Cup Fever in the Workplace: What Employers Need to Know

Major sporting events such as the World Cup, can boost morale and offer some excitement in the workplace, outside of deadlines and meetings.

However it can also create legal and practical challenges for Employers. With the recent introduction of Statutory Sick Pay being paid from the first day of sickness, courtesy of the Employment Rights Act 2025, research by BrightHR forecasts that Employers will pay over £94 million in sick pay during the tournament.  

As always, planning ahead is key to balancing engagement with productivity and minimising risk.

Large sporting events often lead to increased leave requests, particularly for key fixtures.

• Employers are not obliged to approve all requests
• Apply a fair and consistent approach
• Consider objective selection criteria
• Comply with the Working Time Regulations 1998

Practical note: Some Employers offer flexible hours or shift swaps during key matches.

Follow absence procedures consistently and investigate patterns carefully. Research by BrightHR also forecasts that at least 3.6 million sick days will be taken during the tournament.

• Avoid assumptions without evidence
• Conduct return-to-work interview
• Poor handling may result in a legal risk of claims such as Unfair Dismissal claims.

Set clear expectations on work time and internet use. Research by BrightHR also forecasts that the 50% increase in lateness after matches in 2024 will only rise, based on kick off times in 2026 and the time difference between the UK and USA. 

• Allow proportionate flexibility where appropriate
• Ensure monitoring complies with UK GDPR and internal policies

Reinforce alcohol and substance misuse policies.

• Maintain normal disciplinary standards
• Apply stricter rules in safety-critical roles

Remind staff of expected conduct.

• Monitor inappropriate comments related to nationality, race or religion
• Ensure compliance with the Equality Act 2010

Ensure minimal business disruption if this is something that is being offered. Also ensure that those employees that are not interested in the tournament are not disturbed by any such showings. 

• Apply access consistently
• Consider staffing and client needs

Set clear expectations on outputs during working hours. 

• Avoid intrusive monitoring

Remind staff of social media policy.

• Highlight reputational risks
• Take proportionate action for breaches

• Plan ahead and communicate expectations early
• Apply policies consistently
• Take a balanced approach
• Reinforce conduct and absence policies
• Document any flexibility offered