Latest Information

World Cup Conundrums Q&A

27/05/2010

We are aware that many employers will experience issues with employees as World Cup fever takes hold.

To try and help employers deal with problems which may arise we have prepared a list of questions we anticipate you may be asking over the coming weeks:

What steps can I take before the Word Cup begins to try and limit the disruption in the workplace?

A clear and well communicated absence policy will ensure that employees are aware of any company rules which treat certain types, and levels, of absence as disciplinary offences. If these rules are clearly communicated to the workforce this will hopefully discourage staff members from taking non-genuine absences.

Additionally you may wish to remind employees that they are able to pre-book annual leave on the days they wish to view the matches. This will enable the business to plan for the absence, rather than be caught short by a ‘sickie’.

What can I do during the World Cup to minimise disruption to the business?

You may wish to appoint an individual staff member to deal with all absences during the World Cup. This individual will be primed to ask a number of probing questions about the absence.

You may also wish to communicate to the work force that any absences coinciding with the games will be scrutinised more closely, and also will be required to attend a back to work interview upon their return. This will hopefully deter employees from calling in sick when it is not genuine.

Alternatively you may wish to embrace the World Cup and arrange for the key matches to be shown on a television in a designated room. Employees may be permitted to watch the matches on the understanding that they make up the time later that day.

Other possible compromises may include allowing employees to take unpaid leave to watch the matches, or relaxing the internet policy to allow employees to follow their team’s progress.

What should I do if I suspect an employee is not genuinely ill or is too hung over to attend work?

If a pattern of absences is spotted which you suspect may not be genuine disciplinary action should be considered. However, it is important that you consider any disability issues which may be the cause of the absence in order to avoid allegations of discrimination.

If an employee attends work and is clearly under the influence of alcohol employers should be mindful of any existing policies in place which may dictate how the employee is treated and what will be tolerated.

As part of any disciplinary process employers are required to investigate the alleged misconduct and a non-genuine absence can be difficult to prove.

KBL are able to assist you with any disciplinary procedure you may be considering. Contact our Employment team for further information.