Whilst the tournament should mean a healthy uplift in trade for most venues, there will a number of organisations for which the month-long event will bring with it a fair share of employment related hassle.
Employers are more than likely going to have to show more management skill than Capello, as he deals with his multi-million pound superstars and their WAGs; as they deal with the "I think I have a virus" the morning after England knock Argentina out, or "why can't I have the night of the England game off, Paul has?". So, we could be looking at a sustained period of un-planned absenteeism, and in some cases, sick days that are in the eyes of the employer, questionable.
So what should you do?
Bring the issue to the attention of your team before it becomes a problem. Whilst the tournament has started, there's still time for action and a firm word reminding employees of their responsibilities. You may also want to consider unpaid leave, particularly when an employee has run out of annual leave.
If, despite your warnings, you believe a member of staff fails to show up for work for reasons other than genuine illness, then consider your action carefully. Ensure that any action is even-handed, showing favour to one employee over another will leave you open to criticism and undermine any steps which you take. In line with your disciplinary procedure, you may well consider a formal action (a warning) or request that the employee sees occupational health.
In summary, take action to avoid problems. Plan and communicate your stance over the period of the World Cup and take action in a considered manner and after taking advice from an employment professional.
Published - June 2010
This article is provided for general information only. Please do not make any decision on the basis of this article alone without taking specific advice from us. stevensdrake will only be responsible for the advice we give which is specific to you.
