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For many, albeit not that many here in Scotland, excitement continues to grow as the 2010 World Cup draws nearer and many people are already thinking about where they'll watch the games that matter to them but what impact might this have on Employers?
Legally, Employers are not obliged to make any special arrangements to allow employees the opportunity to watch any matches that clash with work but adopting such an inflexible approach could prove to be an 'own goal' for employers as evidence suggest that where employers demonstrate they care about their staff and their interests outside work, employees are more likely to go the extra mile for the company.
How employers embrace the workplace challenges the World Cup presents will, to a great extent, depend on they way the business operates and the degree of operational flexibility that exists, but there are few things employers can do to try and strike a balance that allows employees to enjoy the football without compromising the needs of the business.
Here are a few:
Once a strategy has been decided, employers should clearly communicate to staff what arrangements have been made and remind them of the company's policies on acceptable behaviour in the workplace, internet usage and staff absence, making clear that it is unacceptable to go AWOL or take time off sick, either to watch matches or to recover from celebrating their team's results, and that unauthorised absences without good reason or not performing or misbehaving at work will result in disciplinary action.
Its also worth noting that there will be people with backgrounds from all over the world who will be hoping to watch their country in action when matches are screened so when considering which strategy to adopt, ensure as best you can that its one that is fair for all employees regardless of their age, sex, sexual orientation, race, religion or disability.
If you don't have the right policies in place already - disciplinary & grievance, staff absence, flexible working, leave entitlement, Internet & e-mail - you could find it difficult to take action in the event World Cup fever takes over and staff go AWOL, go off sick or simply under perform and would almost certainly face a significantly increased risk of employment tribunal claims if you went ahead and took action anyway.
Before doing anything, it would be prudent to conduct an HR Health Check to identify any risks to your business or get the right employment law advice that will help you to prevent problems and protect your business.
Is the World Cup likely to impact your business?
Legally, Employers are not obliged to make any special arrangements to allow employees the opportunity to watch any matches that clash with work but adopting such an inflexible approach could prove to be an 'own goal' for employers as evidence suggest that where employers demonstrate they care about their staff and their interests outside work, employees are more likely to go the extra mile for the company.
How employers embrace the workplace challenges the World Cup presents will, to a great extent, depend on they way the business operates and the degree of operational flexibility that exists, but there are few things employers can do to try and strike a balance that allows employees to enjoy the football without compromising the needs of the business.
Here are a few:
- Shift Swaps
- Unpaid Leave
- TV & Radio on at work
- Screen key Matches
- Flexible Hours
- Internet updates
Once a strategy has been decided, employers should clearly communicate to staff what arrangements have been made and remind them of the company's policies on acceptable behaviour in the workplace, internet usage and staff absence, making clear that it is unacceptable to go AWOL or take time off sick, either to watch matches or to recover from celebrating their team's results, and that unauthorised absences without good reason or not performing or misbehaving at work will result in disciplinary action.
Its also worth noting that there will be people with backgrounds from all over the world who will be hoping to watch their country in action when matches are screened so when considering which strategy to adopt, ensure as best you can that its one that is fair for all employees regardless of their age, sex, sexual orientation, race, religion or disability.
If you don't have the right policies in place already - disciplinary & grievance, staff absence, flexible working, leave entitlement, Internet & e-mail - you could find it difficult to take action in the event World Cup fever takes over and staff go AWOL, go off sick or simply under perform and would almost certainly face a significantly increased risk of employment tribunal claims if you went ahead and took action anyway.
Before doing anything, it would be prudent to conduct an HR Health Check to identify any risks to your business or get the right employment law advice that will help you to prevent problems and protect your business.
Is the World Cup likely to impact your business?
