GUIDANCE ON EMPLOYEE TIME OFF DURING THE WORLD CUP
Many employers are beginning to receive requests for time off work to watch the 2010 World Cup from their employees. It is also likely that some employees will not be so honest and will simply phone in sick or not turn up for work at all so that they can watch 'the match' or recover from their post-match hangover.
Dealing with Requests for Time Off:
Whilst there is no legal requirement to give employees time off to watch World Cup matches a flexible working system to accommodate requests for time off is recommended, by granting annual leave or perhaps allowing a system of making up hours.
Other suggestions include allowing staff to listen to the radio or watch the television at work. You should make it clear to the employees that you are doing this entirely on a discretionary basis and any abuse means the privilege will be withdrawn. Also be aware of any Health & Safety issues that may be relevant and whether it is safe to allow employees to work whilst watching or listening to the World Cup.
Also, do not forget that not everyone supports England and not all football fans are male. There are 32 teams participating in the 2010 World Cup and football has a strong female following. Therefore, do not discriminate when deciding for which matches to grant time off (if time off is to be granted for England matches, it should also be granted for matches involving other nations, so that employees of different nationalities can follow their team) and do not favour your male employees over your female employees.
Dealing with Absenteeism:
For those who call in sick in order to watch matches or deal with hangovers, a reminder about potential disciplinary action is recommended. In addition, employers may wish to advise that medical evidence sickness absence will be required during this time. If you do this, you need to operate your policy consistently and not just apply it to those whom you suspect may have been watching the football. Bear in mind you will have to bear the cost of any doctor's certificate provided where the employee's absence is less than seven calendar days.
Contact
Judith Ellery Head of Employment
David Baynton Solicitor
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