Let’s focus on the positives: the World Cup is a chance to bring people together, engage in a (compliant) office-based sweepstake perhaps or share a conversation round the coffee machine.
So, how can HR “strike” the right balance?
Tricky time zones and “VAR”
The various host country time zones could cause issues for avid home football fans (and their managers) with early morning and late evening kick offs to catch the games live. What if employees want to watch games (or replays) during working time? For HR, this is a chance to be clear:
- Is it appropriate for employees to watch games (or replays) during working hours? If so, what are the viewing boundaries?
- If appropriate, consider showing key matches in communal areas (times permitting)
- Involve employees in choosing which games to show
- If live viewing at work isn’t practical, communicate the message early and clearly to manage expectations
Consistency and clarity are going to be key here; however, the message should be one of productivity first. If employees are permitted to watch games during working time, this must be incidental and not interfere with work.
Fan Zones
Not everyone is a football fan, but (hopefully) colleagues will want to engage with workplace initiatives. What about a themed quiz? A charity or wellbeing initiative which is football themed? A charity bake sale celebrating different countries represented in the tournament? Also, with decorations, ensure these are inclusive. Make this about connection, not just football.
No red cards
Remind staff of the need for respectful behaviour, conversation and language – both on and off the pitch, well the workplace. Warn of possible disciplinary consequences if language or behaviour falls short of acceptable standards. Also, staff should be mindful that conversations online, instant messaging or on social media are as important as those in person. Address “banter” concerns and remind staff of their obligations under equality, diversity, and inclusion policies. Also, remember that the definition of “at work” can be wide and can include after work events and events organised by third parties, such as clients or networking contacts.
Remember too, the positive and proactive duty when it comes to preventing sexual harassment at work. Are you running any social events, do these involve third party guests, are your staff attending external events? You may need to update risk assessments, revisit manager and employee training, and ensure relevant policies are up to date and widely communicated (always with an eye on upcoming changes regarding the sexual harassment preventative duties (to take all reasonable steps to prevent sexual harassment) and new employer liability for third party harassment from October 2026).
Post match celebrations
Linked to the issues above, remember to reinforce rules relating to health and safety, alcohol consumption, and possession/use of drugs at work and at work-related social events. Being an ambassador of the organisation, respecting one’s host and following internal rules relating to acceptable standards apply to extra time and post-match celebrations.
Manage the dressing room
Just as some employees like to take time off to watch other sporting occasions, employers may have seen holiday requests increase over the tournament or requests to work adjusted hours or take longer breaks. Ensure that when handling requests this is done fairly, consistently and in accordance with existing employer policies.
On the bench
As well as managing short-notice holiday requests, perhaps other absence may also increase. Ad hoc absences can be extremely disruptive for businesses and teams but remember to follow your normal rules when it comes to requiring employees to report their absence and provide evidence of the reason for it. Ensure managers are holding return to work interviews and are escalating absence or attendance issues should they arise.
Avoiding the penalty shoot out
The World Cup is a chance to bring colleagues together and celebrate. It is also a chance to send round key policies, revisit risk assessments and ensure managers are up to speed with core messaging and responsibilities. Here’s to a successful tournament and no penalty shootouts.