World Cup absence - how will you handle it? - 17 May 2010

‘World Cup-itis’ and Employee Absenteeism

With the World Cup starting on the 11th June, it is essential employers take pro-active steps to ensure absenteeism is kept to a minimum.

Whilst the majority of the England Matches in the early stages of the competition do not fall on a week day during normal working hours, in the unlikely(!) event that England proceed to the latter stages, employers will no doubt see an increase in employee absenteeism or be swamped with holiday request forms from eager fans keen to follow their preferred team.

It is important that as an employer, you plan in advance how you will deal with any suspected unauthorised absence, whether on a match day or the following day after an evening of eventful celebrations! It may be prudent to advise all employees in advance, the stance the organisation will take on suspected unauthorised absence related to the football, whether disciplinary action may ensue and the level of any sanctions.

If you find yourself in the unfortunate position of having to take disciplinary action against an employee for unauthorised absence, do not underestimate the power of social networking sites such as Facebook where unsuspecting employees may have posted commentary about the match throughout or else details of their after match celebrations. Do not underestimate evidence that may be gleaned from other members of staff who are miffed that they had to work during the match whilst their colleague was inexplicably struck down with ‘World Cup-it is’

Employers should also plan in advance what procedure they will adopt for authorising holiday requests where they are received at very short notice or else too many staff are requesting the same day off. If you refuse a holiday request, ensure that you document it in writing. It may be good evidence if the employee is absent in any event.

Employers should not lose sight of the fact that employees of different nationalities may seek to follow a different team. Any procedure for authorising holiday should be applied consistently and fairly to avoid conflict or discriminatory treatment and ensure that all employees are given an equal opportunity to take time off.

If you have a policy on alcohol or gambling, ensure that this does not conflict with any arrangements you make in the workplace in respect of the matches or competition sweep stakes.

On the positive side, employers should remember that there is a huge amount of goodwill that can be gained which will contribute towards a positive working environment if employers can try and accommodate employees where possible or even allow them to watch or listen to the match in the workplace. Employers could also consider introducing temporary flexible working patterns, allowing employees unpaid leave or an annual leave purchase scheme.
 

For further information and advice please contact Lianne Payne on 024 7621 4440