With the FIFA World Cup now well underway, many employers are dealing with increased annual leave requests, flexible working arrangements, late arrivals, sickness absence concerns and workplace banter linked to the tournament.

While major sporting events can be a great way to boost morale and bring employees together, they can also create challenges if workplace expectations are unclear.

In this blog, we explore the key HR and employment law considerations for employers during the World Cup and why now is a good time to review whether your workplace policies and HR documentation are still fit for purpose.

Annual Leave Requests

As the tournament progresses, employers may see an increase in annual leave requests, particularly around key fixtures.

Employers are not required to approve every request, but decisions should be handled fairly and consistently. Where several employees request the same time off, employers should follow their normal holiday approval process and consider business needs.

A clear annual leave policy helps employees understand:

• How to request holiday
• How much notice is required
• How competing requests will be managed
• When requests may be refused

Flexible Working During the Tournament

Some employers may choose to offer flexibility during key matches, where this is operationally possible.

This could include:

• Adjusted start or finish times
• Longer lunch breaks
• Making up time later
• Remote or hybrid working arrangements
• Allowing employees to watch selected matches at work

Flexibility can help support morale and engagement, but it should be offered consistently and with clear expectations around work duties, availability and conduct.

Kathryn Gilbert, Head of HR Services at Bhayani Law, comments:

“The World Cup can often shine a spotlight on workplace issues that exist all year round. Whether it’s managing annual leave, attendance concerns or workplace conduct, having clear and up-to-date documentation helps employers respond consistently and confidently.”

Sickness Absence and Late Arrivals

Employers may also see an increase in short-notice absence or late arrivals, particularly after evening matches.

If concerns arise, employers should avoid making assumptions and instead follow their normal absence management procedures. This may include:

• Checking that absence reporting rules have been followed
• Holding return-to-work meetings
• Looking for patterns of absence
• Addressing concerns through the appropriate process

Managers should deal with absence consistently and ensure any action is based on evidence, not suspicion.

Watching Matches at Work

Allowing employees to watch matches at work can be a positive way to build team spirit, but employers should set expectations in advance.

Employees should understand:

• Which matches can be watched
• Whether time spent watching matches counts as working time
• Whether they need permission from a manager
• How business cover will be maintained
• What behaviour is expected during screenings

This is particularly important for customer-facing roles, shift-based teams and remote workers.

Workplace Banter and Conduct

Football can create lively discussion, but workplace banter can sometimes cross the line.

Employers should remind employees that comments or behaviour linked to nationality, race, religion, sex, disability, sexual orientation or any other protected characteristic could lead to complaints or disciplinary action.

Managers should be alert to behaviour that could be seen as offensive, discriminatory or exclusionary, even where it is described as “just a joke”.

Social Media Use

Employees may also be posting about the World Cup on social media.

Employers should remind staff that workplace expectations still apply online, particularly where posts could be discriminatory, offensive, harassing or damaging to the organisation’s reputation.

A clear social media policy can help employees understand the boundaries between personal expression and conduct that could impact the workplace.

Could the World Cup Highlight Gaps in Your HR Documentation?

While major sporting events can create short-term HR challenges, they often highlight something more important: are your workplace policies and documentation still fit for purpose?

Many organisations are already reviewing contracts, policies and employee handbooks as Employment Rights Act reforms continue to be implemented. With some changes already in force and further reforms scheduled throughout late 2026 and into 2027, employers should ensure their documentation remains legally compliant and reflects current workplace practices. The World Cup provides a useful reminder to check whether managers have the guidance they need to deal with workplace issues consistently and fairly.

For example:

• How are competing annual leave requests managed?
• Do managers have clear guidance on sickness absence and attendance concerns?
• Are expectations around workplace conduct and respectful behaviour clearly documented?
• Does your social media policy cover online conduct during major events?
• Are your policies being applied consistently across the organisation?

Clear, up-to-date HR documentation helps managers make informed decisions, reduces legal risk and ensures employees understand what is expected of them.

How Bhayani Law Can Help

Whether you need support managing absence, reviewing workplace policies, handling disciplinary issues or training managers, our HR and employment law specialists can help.

Our HR Documentation Services provide practical, legally compliant documentation tailored to your organisation, including:

• Contracts of employment
• Employee handbooks
• HR policies and procedures
• Manager guidance documents
• Employment Rights Act compliance reviews
• Bespoke documentation updates

Through our Watertight HR & Legal service, we also provide ongoing practical advice to help employers manage workplace issues confidently and compliantly.

Whether you need a complete review of your documentation or updates to specific policies, our team can help ensure your business is protected and prepared for the future.