Workplace expert, Acas, has published some top tips today to help employers prepare for potential issues that could arise over the World Cup period.
The World Cup is a big sporting event for many workers who may want to follow their favourite football team and enjoy the event. Some staff may want to book time off to go to the World Cup or attend special group events in the UK. Others will want to use the internet or their phones to stay updated on the match results.
Acas advises employers to plan ahead and have agreements in place that cover requests for time off, sickness absence and flexible working hours during this period.
Acas Head of Workplace Advice, Susan McGuigan, said: “The World Cup is an exciting event for many football fans but staff should avoid getting a red card for unreasonable demands or behaviour in the workplace during this period.
“Many organisations need to maintain a certain staffing level to operate effectively. Bosses should have a set of simple workplace agreements in place before kick-off to help ensure their businesses remain productive whilst keeping staff on side too.
“Our top tips can help managers get the best from their team players, arrange appropriate substitutions if necessary and avoid unnecessary penalties or unplanned sendings-off.”
The 2026 World Cup will take place in Canada, Mexico and the USA between Thursday 11 June and Sunday 19 July. Due to the time difference, football match start times in the UK will vary between 5pm and 5am. There are also likely to be pre-match build ups that staff may be keen to watch or listen to.
Acas offers some top tips for employers to consider for the World Cup:
Time off – employers may wish to look at being a little more flexible when allowing workers time off during this period and staff should remember that it may not always be possible to book a holiday. The key is for both parties to try and come to an agreement. All requests for leave should be considered fairly. A consistent approach should be applied for holiday requests for other major events too as not everyone likes football!
Drinking or being under the influence at work – some people may like to participate in a drink or two while watching the match or go to the pub and watch it live. Match times this year could start late at night into the early hours of the morning, which means fans could drink later than usual.
It may be helpful to remind staff they must not come to work under the influence of alcohol and that anyone caught drinking at work or under the influence of alcohol in the workplace could be subject to disciplinary procedures.
There may be a clear no alcohol policy at work but workers may need a reminder.
Sickness absence – employers may want to remind staff that their sickness and attendance policies will still apply during the World Cup. Any unauthorised absence, patterns of absence or late attendance are likely be investigated and could result in formal proceedings.
Flexibility – one possible option is to have a more flexible working day. Workers could come in a little later or finish sooner and then agree when this time can be made up. This is particularly important given the time differences between the UK and the host countries.
Allowing staff to listen to the radio or watch the TV may be another possible option. Employers could also allow staff to take a break during match times. Another option is to look at allowing staff to swap shifts with their manager’s permission.
It is important to be fair and consistent with all staff if you allow additional benefits during the World Cup. Any change in hours or flexibility in working hours should be approved before the event.
Use of social media and websites – there may be an increase in the use of social media or websites covering the 2026 World Cup.
Employers may wish to remind staff of any policies regarding the use of social media and websites during working hours. The policies should be clear on what is and isn’t acceptable web use.
Bank holidays and being fair to staff – there is a World Cup bank holiday on 15 June 2026 in Scotland but it does not apply to England.
Employers should keep in mind that UK workers support a diverse range of national teams. Any plans and arrangements that are made at work should apply fairly to supporters of any team.
Supporters can be passionate about a national team and managers may want to remind staff to be respectful to each other.