Hi everyone!
I’m just back from two blissful weeks off work, and I’m feeling properly refreshed, helped massively by the amazing team at Precept who made sure everything was handled while I was away.
The first week we took the kids on a fishing trip, so I now have three fishermen in the house… send help! That’s a lot of gear for one house. It was during May half term, so we had perfect weather, although 32 degrees was a bit much one day! Luckily, a water fight cooled us all off.
The second week was much more relaxed as my husband and I went to Malta (kid-free!) with my parents. We stayed in Valletta, which was just lovely, a perfect mix of city and sea. We did sightseeing in the mornings, then spent afternoons by the pool and in the sea before heading back out in the evenings for food. It was so special to spend that time with my parents and make some great memories.
One evening we visited Mdina, and while the restaurant I picked had the most stunning setting, the service was very Fawlty Towers… which, if anything, made it even more memorable as we tried (and failed) to keep a straight face!
And now we’re back, and in my very football-mad house, there’s only one thing on everyone’s mind…
The World Cup is imminent, and whether you love it (and will be watching every single game) or hate it (and will just use it as an excuse to go shopping whilst it’s quiet), there is no doubt that you will be hearing about it.
This year, it’s being held in the US, Canada and Mexico, which means later kick-offs, with many around 9pm (which is basically bedtime, let’s be honest).
So, what does this mean for you in HR? Here are the questions we’re already being asked…
What should we do if an employee says, “Can I come in late, I’ve been watching the match?”
Short answer: you don’t have to agree to this, no.
Employees still need to turn up on time and be fit for work. That being said, a bit of flexibility (where possible) can go a long way.
If you are saying no, just make sure you’re consistent about it.
What if someone turns up exhausted… or worse, hungover?
If it’s impacting performance, attendance or (especially) safety, it’s a workplace issue.
Treat it like you normally would, follow your absence, capability or disciplinary processes. Football isn’t a free pass.
Can employees call in sick after a late match?
They can, but that doesn’t mean you have to take it at face value if there’s a pattern.
Manage it under your usual absence procedures. If “sick days” start lining up with big fixtures, it’s reasonable to investigate and address it like any other attendance issue.
Can employees swap shifts to watch games?
They can ask, and you can say yes or no.
If it works operationally, shift swaps are often an easy win. Just make sure:
- It’s properly authorised
- It’s fair across the team
- You’re not accidentally favouring certain groups
We’re getting loads of last-minute holiday requests… help!
Classic tournament behaviour, especially when it is getting to the later stages.
You don’t have to approve the requests, especially if it’s short notice or everyone wants the same day off. But to avoid chaos (and claims!):
- Remind people of your holiday rules early
- Be clear on peak dates
- Apply a fair system, such as first come first served.
Are there any discrimination risks to watch out for?
Yes, and this one’s easy to overlook.
Not everyone cares about football, and assumptions can backfire. For example:
- Don’t assume someone wants time off based on their nationality
- Avoid creating a “football-first” culture that excludes others
- Be mindful of religious or other commitments
Fairness and inclusion still matter even during the World Cup. Although, just to be clear, being a football fan is not a protected characteristic (believe us, somebody tried to bring a claim on that basis and it did not work!)
Can we show the games at work?
You can but think it through first.
Ask yourself:
- Will it affect productivity or service?
- Do we have the right licence to show it?
- Are we making it optional, not expected?
It can be great for morale… if handled properly.
What about people watching on their phones or computers at their desks?
This comes down to your usual rules.
If you’re relaxed about it, set some boundaries so that it doesn’t impact performance or safety. If not, be clear. Just make sure whatever approach you take is communicated and applied consistently.
Can we run a World Cup sweepstake at work?
Usually, yes as long as it’s low-key and just for fun.
Workplace sweepstakes can fall within “incidental non-commercial lotteries,” which are allowed as long as they’re genuinely just for fun.
So, keep it voluntary, make sure all money goes into the prize pot (no profit), and avoid putting pressure on anyone to take part.
If it starts to feel too formal or high-value, that’s when legal and employee relations issues can creep in, so keep it simple.
Do our normal policies still apply?
Yes. All of them.
Social media, conduct, attendance, none of these get paused for the World Cup. A quick reminder to staff before things kick off is never a bad idea.
Final thoughts
A big event like the World Cup can either be a headache… or a great morale booster.
Make sure you set out the expectations early on and clearly, an email out to all staff and a message on your intranet, notice boards, just something to make sure everyone is clear on the expectations.
A bit of planning, some clear communication, and a dash of flexibility can make all the difference.
And who knows… you might even enjoy it (or at least enjoy the quiet shops).
Keep your eyes peeled…
You may have already seen in our previous updates, but our blogs will be evolving over the coming months. Following a few technical issues that affected our email communications, we’re pleased to say everything is now back on track.
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There are plenty of exciting changes on the horizon at Precept, so keep your eyes peeled!
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