5 Jun 2026
The FIFA World Cup is one of the biggest sporting events in the world, bringing excitement, national pride and plenty of workplace conversation. While the tournament can provide a welcome boost to employee engagement and team morale, it can also create a range of practical challenges for employers.
The FIFA World Cup 2026 kicks off on 11 June and runs until 19 July, with matches taking place across the USA, Canada and Mexico. While many UK employers may be relieved that most games will fall outside normal working hours, the significant time difference is likely to create a different set of workplace challenges.
Late-night kick-offs, early morning fixtures and the possibility of England, Scotland or Wales progressing through the tournament could lead to increased annual leave requests, lateness, fatigue-related performance issues and even the occasional "football sickie". At the same time, major sporting events can be a fantastic opportunity to boost morale, encourage team spirit and create a positive workplace culture.
As anticipation builds, organisations may find themselves balancing employee engagement with the practical realities of running a business. From managing annual leave requests and flexible working arrangements to addressing attendance, productivity and workplace conduct concerns, a proactive approach can help minimise disruption while allowing employees to enjoy one of the world's biggest sporting events.
The good news is that with some forward planning, clear communication and a fair, consistent approach, employers can support their people while maintaining operational effectiveness.
To help employers prepare, we've answered some of the key questions that often arise during major sporting events and highlighted the practical considerations that can help minimise disruption while supporting employee engagement.
As the tournament progresses, many employers will experience a rise in annual leave requests, particularly around key fixtures and knockout matches.
While employers are not obliged to approve every request, decisions should be made fairly and consistently. Having a clear process in place before the tournament begins can help avoid employee relations issues and accusations of favouritism.
Consider:
One of the most effective ways to maintain morale and productivity is to offer temporary flexibility where business needs allow.
Examples include:
Many HR professionals recommend flexibility during major sporting events as a practical way to support employee wellbeing while maintaining operational requirements.
Every major football tournament brings concerns about increased sickness absence.
While employers may be suspicious when absences occur on match days or the morning after a significant result, assumptions should never be made. Any absence should be managed in line with the organisation's normal sickness absence procedures.
Best practice includes:
Where there is evidence that an employee has not been genuinely absent due to illness, employers should follow their disciplinary procedure and investigate appropriately.
Whether employees are working remotely or in the workplace, football can be a distraction.
Some organisations choose to embrace the tournament by allowing staff to follow scores during breaks or by screening selected matches. Others may need to remind employees of expectations regarding productivity and working time.
The key is to communicate expectations clearly before the tournament begins. Employers should avoid introducing rules reactively after issues have already arisen.
Although football is hugely popular, not everyone follows the sport.
Employers should ensure that any workplace activities remain inclusive and voluntary. Staff who choose not to participate should not feel excluded or disadvantaged.
Similarly, managers should be mindful of:
A friendly atmosphere can boost morale, but workplace standards should remain unchanged throughout the tournament.
Whether staff are watching games together, discussing results or celebrating victories, workplace conduct standards still apply.
Employers may wish to issue a short communication reminding employees about:
A proactive reminder can often prevent issues arising later.
The World Cup can be a fantastic opportunity to boost morale, strengthen team relationships and create a positive workplace atmosphere. However, without clear expectations and consistent management, it can also lead to attendance, conduct and employee relations challenges.
A short communication to staff before the tournament begins, combined with a practical and flexible approach, can help employers strike the right balance between supporting employee engagement and maintaining business performance.
If you're unsure how to manage absence, annual leave requests, flexible working arrangements or workplace conduct issues during the World Cup, The HR Branch can help.