Know the score – tackling employee engagement during major sporting events

Jake McManus, Associate

Is football finally coming home for England’s men? That remains to be seen and here at Kuits our fingers are firmly crossed. Pubs, bars, restaurants and other food-and-drink venues will no doubt be hoping for a successful run during the beautiful game’s biggest event, given the economic boost expected should the Three Lions make it all the way. The British Beer and Pub Association anticipate that pubs alone could generate an additional £275 million in extra sales should England reach the final and it has been reported that the hospitality sector as a whole could receive a much-needed £3.8 billion boost. These are welcome figures for the sector given the difficult economic climate.

Whilst we cannot predict how far England make it during this World Cup, what we do know is that if England make it to the final, all games will fall within working hours for many hospitality and leisure businesses here given the time difference with the tournament taking place in North America. This, combined with the increase in customer demand, presents problems for employers managing an expected increase in short-notice sickness absences, lateness and reduced productivity, particularly during matches kicking-off during the early hours or those working shifts the following morning.

During the World Cup as at any other time of the year, businesses should monitor sickness absence, ensure that a formal procedure for any unauthorised absence is carefully followed and any ‘under the influence’ alcohol policies should be enforced. Employers also need to have a clear policy on watching games during working hours, whether in the venue itself or on an employee’s own device, together with a reminder of company policy regarding personal use of internet during working hours. If companies don’t have these policies in place, then now is the time to implement them.

Many employees will undoubtedly want to watch the World Cup so it is worth employers considering some flexibility to allow football fans to keep up with the World Cup whilst at work. The effects of the World Cup can be positive for an employer if the right steps are taken and could actually boost productivity and morale. For example, being flexible and allowing staff to take part of a shift as holiday, allowing staff to change working hours, setting up screens at work or agreeing that staff can keep up with the game online if they are prepared to make up the time before and after can all help improve employee engagement. Additionally, showing matches in a communal area allows employees to socialise with each other.

Employers should be ready to manage ‘red card’ offences. Inevitably, not all requests for holiday or to change working hours can be permitted given that many leisure and hospitality businesses are going to be busy, especially those that are showing the games. Employers should remind staff that unauthorised absence, taking holiday without prior approval or consuming alcohol whilst at work may constitute misconduct and will result in disciplinary action. Equally, employers should not assume that all sickness absences that coincide with World Cup games, or the day after, are fabricated. Sickness absences should be managed in line with company policy as usual and investigated appropriately.

Ultimately employers are under no legal obligation to take any steps, but it is advisable to consider practical ways of managing potential disruption. It is important that employers make clear what is acceptable to avoid misunderstanding and disagreement with staff. If you have not already done so, there is still time to set out the ground rules before the final whistle and make sure staff are aware of company policies. Employers should avoid being seen as having any attitude that appears to favour football fans over those that are not interested or even favouring home-team fans over other teams. It is important that employers are fair and consistent and make sure you are not setting a precedent that staff may highlight for any future major events.

If you require advice in relation to any employee or HR issues that you are experiencing, please contact Jake McManus on 0161 912 6151 or email [email protected].