Major sporting tournaments and the World Cup
During major sporting tournaments such as the football World Cup there may be specific issues which will come into play in the employment context.
For a tournament such as the World Cup when it is held in a country operating in a similar time zone to the United Kingdom many matches will be on during the day in the week often meaning that staff will request that they can watch matches in the workplace or take time off to watch specific matches.
As an employer do I have to allow staff to take time off?
If a member of staff wishes to take time off to watch specific events in a worldwide tournament such as the World Cup they will be required to follow the same procedure as if they wished to take a days’ holiday for any other reason.
Consequently employers may decide to take a hard line if a lot of staff is requesting time off during busy periods. An employer is thus able to legally refuse these holiday requests.
Is this a desirable position for an employer to put themselves in?
Although an employer is perfectly within their rights legally to do this it may not be a desirable position as it may have a significant impact upon the morale and productivity of staff.
Can I let my employees watch the matches during working hours?
In many companies employees have not made specific request to take time off but have requested that their employer lets them watch specific matches during working hours and make up the time at a later date.
Is an employer under any legal right to provide facilities for employees to watch matches?
There is no legal obligation for an employer to provide facilities in this manner to enable staff to watch World Cup matches.
For more information on:
- Would it be a desirable position to enable staff to do this?
- Are there any other options which are available to employers?
- What are the advantages of introducing flexible working time in this manner?
- As an employer what should I make sure I do during and before a major sporting event such as this?
- If I implement a specific policy could I leave myself open to legal challenge?