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The 2026 FIFA World Cup is now underway and is expected to be one of the most widely watched sporting events in history, with an extended tournament format and matches played across multiple time zones. For workplaces in England and Wales, this global event will likely bring both enthusiasm and disruption. From an employment law perspective, employers and employees should be prepared to manage competing demands while maintaining legal compliance.
A surge in annual leave requests is often inevitable during a major sporting tournament. Employees may wish to take time off to watch matches, particularly those featuring home nations or those taking place during working hours or very late at night.
Legally, employers retain discretion over whether to grant annual leave, provided they act fairly and consistently. A transparent system for managing requests, such as a first-come, first-served approach or an agreed rota, can help ensure fairness and reduce the risk of grievances.
However, it is important that decisions on annual leave requests do not breach the Equality Act 2010. Employers must avoid discriminating, directly or indirectly, against employees with protected characteristics when approving or declining leave. For example, favouring one group of employees over another without objective justification could expose an organisation to legal challenge.
Employees should also recognise that there is no automatic right to take leave for specific events. Early requests and open communication will improve the likelihood of agreement while allowing employers to plan effectively.
The World Cup may lead to an increase in requests for temporary adjusted working hours or remote working arrangements.
In the context of the World Cup, a pragmatic approach can be beneficial. Temporary flexibility, such as adjusted start and finish times where appropriate, may help employers maintain productivity while supporting employee engagement. However, consistency is key. Again, treating similar requests differently without justification may lead to complaints of discrimination.
For employees, any temporary flexibility granted should be used responsibly. Performance standards and contractual obligations still apply, regardless of altered working patterns.
It is important to distinguish between temporary requests and formal flexible working requests. The latter should be dealt with in accordance with the appropriate policy and the relevant legal requirements, noting that refusals are only permitted on specified statutory grounds.
Major sporting events are often associated with a rise in short-term absence. In some cases, employers may suspect that employees are taking unauthorised leave to watch matches.
From a legal standpoint, employers are entitled to investigate suspicious absence patterns and suspected false claims of sickness absence, and to take disciplinary action where appropriate.
However, any disciplinary process must comply with the ACAS Code of Practice on Disciplinary and Grievance Procedures. Employers should carry out a reasonable investigation, provide the employee with an opportunity to respond, and ensure that any sanction is reasonable and proportionate.
Employees should be aware that dishonesty can seriously damage trust and may result in dismissal. At the same time, it is important that employers avoid reaching conclusions without evidence, as unfair or inconsistent treatment could again have adverse consequences.
The World Cup brings together a wide range of cultures, nationalities, and identities. While this can foster a sense of connection, it can also increase the risk of inappropriate workplace behaviour.
Employers have a legal duty to prevent discrimination and harassment under the Equality Act 2010. Comments or banter relating to nationality, race, or religion may amount to unlawful harassment if they have the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, humiliating, offensive or degrading environment. This applies regardless of whether the conduct was intentional.
To mitigate risk, employers should remind staff of expected standards of conduct and ensure that policies and training on equality, diversity, and inclusion are up to date.
Employees should remain mindful of the need for respectful communication.
Clear communication is one of the most effective tools for managing the employment law risks associated with the World Cup. Employers who set expectations in advance regarding attendance, absence and behaviour will be better positioned to avoid disputes.
Managers should be trained or briefed on how to handle requests consistently and lawfully. Policies should be reviewed to ensure they reflect current legal requirements and are applied fairly.
Employees also play a role by raising requests early, engaging constructively, and keeping in mind the operational needs of the business.
If you would benefit from employment law advice or training in your organisation, please contact Alice Kinder. alicekinder@bexleybeaumont.com | 07526372580
