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Managing staff during the World Cup 2014

I think it’s safe to say that every business will have employees that will avidly follow the World Cup. So the challenge for many of you will be how to balance the wishes of your staff with the needs of your business during the next couple of weeks.

Here is some guidelines of good practice:

1.    Communicate your approach to annual leave, unauthorised absence and use of the internet during the period.

2.    Be flexible with annual leave requests particular after a match day, this will reduce unauthorised absence, sickness and ensure that performance remains at optimal levels. Also ensure that due consideration is given to all applicants, including those who support other countries; this will avoid any allegations of discrimination.

3.    Consider giving permission to watch high interest matches in designated area’s i.e. a meeting room or rest area. It could even be used as a team bonding exercise where you put on a few light refreshments.

4.    Communicate your policy in relation to following the World Cup through the internet and radio. It would be reasonable for you to restrict this to breaks only. If you have a zero tolerance policy ensure that your staff are aware of it.  

5.    Reinforce your company policy in relation to alcohol at work and your disciplinary policy. This should avoid (or at the very least control) staff coming in with a hangover.

I hope that the above guidance helps both you and your staff to enjoy the games.

As always if I can provide you with any further assistance please do not hesitate to contact me for a free consultation on 0113 350 4030 or samira.cakali@scesolicitors.co.uk.


Please note that the information in this blog is to provide information of general interest in a summary manner and should not be construed as individual legal advice. Readers should consult with SCE Solicitors or other professional counsel before acting on the information contained here.

Samira Cakali

Samira Cakali is a pragmatic and approachable solicitor advocate with extensive contentious and non-contentious experience in the fields of employment law as well as civil litigation, within a range of commercial businesses from SME’s to multinationals as well as senior executives.

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