World Cup fever is well and truly underway, this blog focuses on how to manage your football fanatic employees and embrace the competition in the workplace.
From football crazy fans, to those that just enjoy the occasional game, times like these will see most employers having to deal with a larger number of annual leave requests, sick days and moans about not having time to watch some of the matches.
Acas’ full guidance for the World Cup 2018 include top tips such as:
Sporting and events policies
These can be used for all sporting events and not just the World Cup. This policy should be made up of provisions that cover HR and health and safety issues; outlining any exceptions you would be willing to make during a major event.
All annual leave requests should be considered fairly. As football is not everyone’s thing, a consistent approach should be applied throughout.
The right to refuse
Employers should note that they are well within their rights to refuse annual leave if they receive too many requests, or if it is clear that the business will suffer with too many employees off at the same time.
Employers should be aware of high levels of absence and late attendance throughout the World Cup. In this instance, monitoring absences in line with the companies’ absence policy is recommended.
Social media policy
It is likely that there will be an increase in the use of social media such as, Facebook, Instagram, Twitter etc throughout the World Cup. Employers should remind all employees of the company’s social media policy during working hours. This policy should be clear on what will be viewed as acceptable and unacceptable internet use.
Showing up to work under the influence may be viewed as a matter of disciplinary. Employers should have drug and alcohol policies in place to ensure that problems are dealt with effectively and consistently. All employees should be reminded of this policy.
Employees may get fairly competitive and carried away with rivalries during the World Cup. It is important that employees are aware that verbal abuse will not be tolerated in the work place. Verbal abuse includes threatening, shouting, swearing, insulting or mocking an individual.
Employers are responsible for preventing bullying and harassment and will be liable for any harassment suffered by their employees. Having an anti-bullying and harassment policy in place can help prevent these problems.
Most importantly, have fun!
Employers should treat the World Cup as an opportunity. Any international sporting event is a great way to bring your team together and create a fun working environment. Employers may wish to relax some of the rules (for example, allowing employees to wear football shirts or organise a sweepstake) gestures like these will not go unnoticed and can really boost employee morale in the workplace.
How can Employment Law Services (ELS) help?
If you are an employer who requires assistance with any of the issues raised in this blog contact us today for your free consultation 0370 218 5662.