Off sick with World Cup fever? How the World Cup could impact business

Roland Fairlamb, Associate in our Employment Team, considers the implications of the upcoming World Cup and its impact on absence levels and productivity

Hitting the workforce every four years, World Cup fever is no laughing matter. It might seem trivial in the scheme of things, especially if you’re not a football fan, but there has always been a rise in work absences during major tournaments. Leading to proven reductions in productivity, the impact could be particularly acute this year given the time difference. Hosted in Canada, Mexico and the US, kick offs could be any time from the middle of the night to the early morning. 

A recent survey by an American workforce management organisation, UKG, indicated that the World Cup could cost global employers as much as USD 17 billion in lost productivity. The study also suggested that 37% of workers surveyed might adjust their work schedule because of the World Cup, while 27% might skip work by showing up late. In addition, the survey showed that some workers would consider turning up to work hungover and/or secretly streaming football while at work. 

A separate YouGov survey also indicated that 26% of Brits who plan to follow the World Cup would stay up for kick-off beyond 11pm, and 12% would watch a game that kicks off at 5am. 

While the survey samples are relatively small, if representative, these trends could have a real impact on employers. Invariably there are limits to what employers can do, without seeming complete kill-joys, but there are steps they can take to mitigate the impacts and make sure business does not suffer during the tournament:

1. Communicate expectations clearly - most employers will likely try to embrace the World Cup – especially given that it can boost morale (and who doesn’t enjoy a “sweepstake”?) But it’s important to outline in advance what is expected of employees during the tournament. Employers might worry that workers are tempted to use company property to stream football, especially during work time. Re-enforcing any policies on use of IT systems and messaging that people should not be watching games at work or on company equipment should help to “draw the boundaries” ahead of kick-off. 
2. Manage leave requests fairly – there will likely be increased requests for holiday and/or flexible work during the World Cup. Employers should ensure such requests are managed fairly, even if some cannot be authorised for business reasons. Communication should be clear, pro-active, balanced and consistent. With 48 teams in this World Cup (more than ever before), it is important to make sure all employees have fair access to holidays or flexible time to support their team. There is a genuine risk of an employer inadvertently ending up with discrimination claims if holidays are approved/rejected inconsistently without any balanced reasoning. 
3.  Give advance warning of work flexibility – if there are known times when an employer can offer holiday or flexibility (due to quieter work periods, etc), this could be announced in advance to allow employees time to plan. Conversely, if there are periods when the organisation is unable to accommodate holiday or flexibility due to high workloads or shortages in the team, this should be communicated in advance to manage expectations. Clear, consistent and fair communication is key. 
4. Manage absence or lateness issues promptly but fairly – it is fair to say that not every absence during the World Cup will be related to football! Employers should not automatically assume the reasons for absence, and should instead follow any sickness absence policy as normal, which may include return to work interviews. If there is a genuine belief that an employee has missed work because of the football, then this should be addressed with them at an early stage, and the expectations going forward should be set out. Hopefully it doesn’t become necessary, but there is always the option of escalation where needed.  

Ultimately, the World Cup is meant to be fun, but there is no doubt it could cause a few headaches for employers (and sore heads for some viewers!). Given that it only comes around once every four years, and only lasts a few weeks, by communicating with employees ahead of and during the tournament, employers can set expectations and parameters to limit the risk of issues cropping up. An awareness of what time fixtures are taking place, especially as teams get “deeper” into the tournament, and informing staff of any potential areas of flexibility (or letting them know where there can’t be any flexibility) should help. If employees know where they stand on use of holidays, flexible start/ finish times and absence levels, this will hopefully help to mitigate issues early on. 

Should you or your business have any questions on employment issues, please don't hesitate to contact Roland Fairlamb at [email protected] or on 0191 211 7919.