World Cup 2022 – How to manage your team during the tournament

FIFA’s World Cup 2022 kicks off on Sunday 20th November, giving us four weeks of football until the final on Sunday 18th December. England and Wales will be in Qatar and the majority of fans will be watching on their TV screens over here. But what does this mean for employers with their own team and business to manage at home.

In this World Cup special, I’ll take you through the questions and steps to think about, from holidays to bad hangovers, from parties to being fair to everyone. Win or no win!

What do I do if employees want time off to watch a match?

Even though you are not obliged to give any time off for matches, we recommend having a plan in place to cover absenteeism or last-minute requests for holidays, during the tournament.

Here are some things to think about to get football fans on your side:

1. Annual Leave – if they have enough days left, using their holiday entitlement is an easy option to cover time off work. Using up a half day gives them chance to watch a game or head in later. It also means it can be shared, rather than bulk holidays, so everyone gets a chance to watch a match. Obviously, this is only recommended if operationally you can manage and peak times are covered.
2. Swapping Shifts – this helps cover the workload, giving everyone the opportunity to watch their favourite team. Remember, not everyone is a football fan and some may be happy to bag lots of overtime in the run up to Christmas!
3. Flexible Working – you could change the work pattern for the four weeks the World Cup is on. As long as employees commit to their usual hours, mixing it up temporarily could be a good way to compromise.
4. Unpaid Leave – for one or more of your team. This could be a set day or an option to those who won’t mind a smaller wage packet at the end of the month. Any requests should be made in writing to allow you, the employer, to plan to accept and make temporary arrangements.

How do I plan for important matches?

You could ask employees to plan ahead if there are games they want to watch. If for some, they know the next day could be more fragile than normal, then booking a holiday or swapping a shift should be organised and planned in for all. This doesn’t of course mean their request has to be granted, only if it is practical to do so. This means the work gets covered and there’s no negativity from work colleagues.

What do I do if I suspect an employee is hungover at work?

Regardless of their team playing, if an employee is hungover but still heads into work, this is still a serious matter. Communicating well in advance how this will be monitored, and the consequences of such, will result in the usual course of action. If they do arrive at work hungover and cannot work, you can still send them home.   

If you suspect they are taking time off because of a hangover (or just to watch a game) then follow the standard process of absenteeism. You may remind employees that a fit note or other medical evidence will be required. If your usual practice is to conduct a return to work interview, then this should still be on the cards, with more pressing questions of how sick they were

What if I find an employee is watching football instead of working?

It’s easily done if computers are part of their job or the radio is playing in the background, with a sports channel keeping them on top of the game.

Again, this is down to communication in advance so everyone is clear. Share how you trust them but will be monitoring computer and internet usage so it’s fair to everyone. Let them know, this is something you may introduce to cover the practicalities of work and safety of colleagues.

How do I monitor people working from home?

Even if they are outside of the workplace, you can monitor their computer times to see where the dips are (or if they are up in time and at their desks). You can check in to see how they are doing with a call or monitor if their time is as productive at home, as if they were in the workplace.

If you are suspicious they are not using their time as they should, then the usual investigation and disciplinary processes should be followed out.

What can we do to show we are behind the World Cup?

Showing support and getting behind a tournament of this kind, is a great way to engage with employees. Allowing flags in the office, a deviation of dress code or even holding a World Cup party are options down to individual businesses. Allow plenty of time to organise, share with everyone and give guidelines on what is acceptable. Remember, not everyone will support the same team so be prepared for an array of colours and friendly banter amongst colleagues.

If you are hosting a World Cup party at work or even in another venue, then employees should be reminded of their behaviour and respect for others as if they were at work.

We want to make it fair to everyone but how do we do this when not everyone is a football fan?

The next four weeks for some will come with some dread! Ensure the build-up, and during the tournament, is fair to everyone. Think about those who support other teams, different nationalities who also want time off or want to arrange a different, temporary, work pattern. This will avoid risks of unease in the workplace or even potential discrimination complaints.  

So, with this we hope we have answered your questions around the World Cup. Let the tournament begin and enjoy everyone!

If you need help to plan, either how to communicate or prepare for the unexpected (or even expected!) please do get in touch to speak to one of our HR Consultants here at Quest on 0844 8797286 (Local rate).