With the World Cup happening again this year, many employees will be keen to keep up with matches during working hours. However, it is important to understand your rights and responsibilities at work.
Our employment solicitors explain a few practical points to bear in mind.
1. Ask about flexible hours
Your employer may be willing to allow some flexibility during the tournament, such as starting earlier, finishing later, or making up time on another day.
However, you should not assume this is allowed. If there is a match you particularly want to watch, speak to your employer in advance and ask whether flexible working arrangements are available.
2. Check whether shift swaps are allowed
Some employers may allow employees to swap shifts so they can watch particular games. This can be a practical option, especially in workplaces where cover is needed throughout the day.
If you want to swap a shift, make sure you follow your employer’s procedure and get approval before making any changes.
3. Consider annual leave or unpaid leave
If you want time off to watch matches, you may be able to request annual leave. Some employers may also allow unpaid leave during major sporting events.
You should make any request as early as possible. Your employer does not have to agree to time off if there is a genuine business reason for refusing it.
4. Be careful with internet use at work
Watching matches, checking scores, or following updates online during working hours may breach your employer’s internet, social media, or IT policy.
Some employers may allow a reasonable level of flexibility. Others may take a stricter approach. The safest course is to check what your employer permits before using work equipment or work time to follow matches.
5. Watching live matches at work
If live football is being shown at work, there may be TV licensing issues for the employer. This is usually something the employer is responsible for, but employees should still avoid arranging or streaming live matches at work without permission.
6. Avoid unauthorised absence
Taking time off without permission to watch a match, or calling in sick when you are not genuinely unwell, could lead to disciplinary action.
The same applies if you are absent or unfit for work because of alcohol after watching a match. If you want time off, it is better to ask in advance rather than risk disciplinary consequences.
7. Be respectful to colleagues
Not everyone supports the same team. Workplace discussions about football can be enjoyable, but comments about nationality, race, ethnicity, or religion can cross the line into unlawful discrimination or harassment.
What one person sees as “banter” may be offensive or discriminatory to someone else. Employees should take care to treat colleagues respectfully and avoid comments that could lead to a grievance or disciplinary issue.
Final thoughts
The best approach is to communicate with your employer early, understand the workplace rules, and avoid making assumptions. If you are facing disciplinary action or believe you have been treated unfairly in connection with World Cup-related absence or conduct, you may wish to take employment law advice.
