Norwich Solicitors - Leathes Prior, specialist in law

World Cup Absenteeism
How to Beat Football Fever

Dan Chapman, Head of the Employment Team at Leathes Prior, ponders the problems (and proposes solutions) for employers in the weeks ahead……

The football World Cup may mean entertainment for most of us (including myself, particularly as i am fortunate enough to have two teams to support by virtue of my Dutch mother!) but, for employers, the tournament can herald a staffing and productivity nightmare.

According to research, absenteeism is likely to rise by up to 20 per cent on England's first-round match days, moving higher if the team progress. The increase in the workers failing to turn up to work could cost British employers as much as £100m a day.

Here are a few tips for employers on how to cope with the inevitable ‘sickies’, mass holiday bookings and long lunches.

A good idea may be to issue a short policy statement in advance of the tournament, outlining what you expect from your staff during this period, what you may be prepared to allow them and reminding them of your procedures in respect of absence. Consulting employees as to their plans for the World Cup may help you plan for contingencies and work out the best way of accommodating everyone’s needs.

The temptation may be to make the gender-based assumption that only your male workforce will be keen to tune in on match days! Be careful that you are not allowing male staff more leeway on time-keeping, whilst expecting female employees to simply cover the extra work.

By the same token, be aware that, in today’s increasingly multicultural workforce, not everyone will be rooting for England. If you operate a policy of allowing staff to leave early on England’s match days, you must be mindful not to discriminate against those staff who request to be allowed time to watch and support other national teams.

Many employers are understandably suspicious of those who call in sick during World Cup time. However, there may well be genuine absences for sickness during this period, so it is always wise not to jump to conclusions. Holding ‘return to work’ interviews is an effective way of reducing short-term absenteeism.

It is of course important to be realistic and employers must accept that staff won’t want to miss out on this event. Operating a flexi-time policy (even on a temporary basis for the duration of the World Cup) will often discourage ‘sickies’, as staff will be able to make up the time later. However remember that it is important to be consistent in your approach (see above).

Why not provide access to a big television and screen the most popular matches? This should have the effect of minimising unauthorized absences, cutting down the number of employee hangovers and may well boost office morale at the same time.