Research by the CIPD found that 5% of organisations had drawn up a policy to prepare for the World Cup with a further 5% in the process of making one. Lawson-Wests Employment Law team have drawn up some key issues both employees and employers need to consider.
Watching the World Cup
Consider flexible working as most of the games will be during the evening, an earlier start so employees can finish earlier may be possible;
Swapping shifts or covering with an employee who either does not want to watch football or is supporting another team;
Use annual leave or consider unpaid leave;
Employers could provide a screen for employees to watch the World Cup or allow employees to get updates via e.g. internet radio. Employers need to be aware that they will need a TV Licence if they are allowing employees to watch TV at work, even live TV via the internet;
Consider allowing time off in lieu for employees who have been prepared to swap shifts or cover for colleagues who are football fans, where this does not conflict with the Working Time Directive.
Absence, Sickness and Performance Management
Employees should be reminded that unauthorised absences will be disciplined;
Employees should be made aware that sickies may trigger disciplinary procedures;
Employees should be reminded that poor performance due to keeping up with match results or over-indulgence in alcohol could lead to disciplinary procedures.
Race Discrimination
Employers should remind employees of their policies against race discrimination as employers may be liable for any racial abuse made by employees;
Any employee who suffers racially motivated harassment or bullying comments about which team they support may be able to make a racial discrimination claim at an Employment Tribunal.
If you have any queries on absence or sickness management, disciplinary procedures or racial discrimination, please ring Ashley Hunt, Vaishai Thakerar or Carrie-Ann Randall on 0116 212 1000 or complete one of the on-line forms.
