16 June 2010
Employers get ready - World Cup Fever!

The FIFA World Cup is the most widely-viewed sporting event in the world, taking place in South Africa from 11 June to 11 July 2010. Here, we consider how employers might want to prepare for this unique sporting and social event.

St George's Crosses are already appearing on cars, pubs and houses up and down the country as the countdown to the World Cup nears completion. Come 11 June, the excitement will be palpable up and down the country in homes, pubs, and, of course, at work.

No employer wants to be a killjoy and it may be in your best interests to be prepared for unusual behaviour being displayed by employees during this period.

Legally speaking, the fact that the World Cup is underway will not change anything: existing workplace rules and policies remain in force and employees must continue to respect them. This means that unauthorised time-off or 'sickies' will still be a disciplinary offence as will attending work still under the influence of the previous night's celebrations.

With ITV and BBC showing every game online for the first time ever, the potential for abuse of computer systems at work is also high. Employers will need to consider their IT/computer misuse policies and investigate potential offences in the normal way which may result in disciplinary proceedings where appropriate.

Of course, applying the letter of the law isn't necessarily the best approach. Acknowledging that many of your employees are likely to be interested in the football may not only help boost morale and add colour and excitement to the workplace, but should help proactively to combat some of the potential difficulties that employers face.

Setting down a 'World Cup Policy' should help everyone know where they stand. Such a policy might include:

- Taking leave: holiday rules need not change, so employees should be reminded that any leave must be taken in the normal way with the normal notice, but some employers might consider allowing unpaid leave or temporarily lifting a limit on the number of employees allowed time off at the same time where it fits with business needs.

- Flexible working: again, if this works with business requirements, consider allowing flexibility including home working or different start and finish times so staff can be home early for evening games.

- Watching games at work: where facilities and business needs allow this, you may wish to consider allowing the viewing of games at work - for example in a canteen or rest room. This not only encourages employees to attend work but may foster a positive atmosphere and serve as low-cost team building!

That said, bear in mind the many nationalities that are represented in the average workplace, so consider the possibility of bullying or harassment. Although this might stem from light-hearted banter, this will not only undermine the positive atmosphere but in some cases could leave the employer liable to discrimination claims (as an employer can be liable for the comments and actions of their workers). Health and safety risks should also be considered where rooms become crowded, and no-alcohol policies should be maintained.

Lisa Jinks, Associate, Employment and Employee Benefits specialist said: "Flexibility is likely to be key, although policies and any concessions - however short-lived - should be applied in a uniform way to avoid potentially damaging discrimination claims. It is worth employers making it clear that any generosity shown during the World Cup is entirely at their discretion and that employees are expected to reciprocate such good faith."

However you decide to deal with the World Cup, we can all hope for a positive result for your business and whichever team you support once the competition is underway!

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