The FIFA World Cup 2026 is only one week away, meaning the excitement (and trepidation) will be building across the nation in coming weeks. With the games set to take place across the USA, Canada, Mexico, England and Scotland supporters will be preparing for weekday group-stage games to kick off between 8pm and 10pm, with other countries’ group stage matches kicking off as late as 3am.
During the FIFA World Cup Qatar 2022, approximately 500,000 sick days in the UK were linked to the tournament. Some experts estimate that the 2026 World Cup could see upwards of 650,000 sick days, whilst others predict at least 1.5 million, or even more if England or Scotland progress to the knockout stages.
Pub licenses have been extended to accommodate the late starts, and employers should be wise to the possible spike in last-minute sickness absences as a result of the late-night football, or other sporting events taking place over the summer. Notwithstanding the World Cup and Wimbledon, employers should also be aware of the increase in corporate parties, client events or awards parties during the summer months, and whether these could have an impact on staff absences.
We set out below some of the key things that employers should consider during this year’s summer of sport, and what steps they should be taking to defend against arguments over holiday requests and those unwanted, last minute, “sickies”.
1. Strength in Depth: Planning Ahead for Increased Demand
As with other peak holiday periods such as Christmas or school holidays, employers should anticipate a surge in leave requests. The key is to establish a fair and transparent system for managing competing requests (before the World Cup tournament begins). Communicating this approach early helps manage expectations and reduces the likelihood of disputes.
There are several methods employers can adopt. A “first come, first served” approach is one method which is straightforward and fair, although it may disadvantage employees with less flexibility, such as those with caring responsibilities. Alternatively, a clear rota system can ensure that popular dates are shared more equally across the workforce. In some cases, managers may need to exercise their discretion, but decisions must be reasonable, consistent, and clearly justified to avoid employee relations issues or discrimination risks. For example, no presumptions should be made about only male employees being interested in the fixtures, or that the England and Scotland games should take priority over other countries.
2. Adapting your Game Plan: Considering Flexible Alternatives
Where possible, employers should consider flexible arrangements to accommodate demand. Remote working can be an effective way to allow for this flexibility, provided employees remain available and productive; however there is an obvious danger that a “work from home” day post-match becomes a “no work at all” day.
Some organisations may choose to take a more proactive approach by allowing employees to watch or follow matches at work, for example via extended breaks or access to live coverage. While this can help boost morale and reduce unauthorised absence, it is important that any such arrangements are applied consistently and do not adversely affect business operations. This may not be the most appropriate solution for the 2026 World Cup, given the late timings of games but it may be an option for other summer sports fixtures such as Wimbledon or the Women’s T20 Cricket World Cup.
3. Dealing with Potential Red Card Offences: Managing Refused Requests and Absence
Inevitably, not all leave requests can be accommodated. In these circumstances, it is important that employers remind employees of expectations around attendance. Unauthorised absence, including taking time off without prior approval, may constitute misconduct and shall be treated accordingly.
To manage those slightly suspicious last-minute absences or sick days, employers should consider carrying out an investigation before jumping to any conclusions regarding the validity of the situation. It may be beneficial to conduct a return to work interview, or specify proof of medical evidence (e.g. a doctor’s note) for sick leave, if there is a pattern emerging.
Ensuring that reporting procedures are followed and that a record of employee sickness absences is kept up to date are both also appropriate actions to take. These policies could equally act as preventative measures for those individuals who may be trying to take advantage of the system.
That said, employers should avoid making assumptions where employees call in sick, even if this coincides with a sporting event or refused holiday request. All sickness absences should be handled in line with an organisation’s usual procedures, including as mentioned, appropriate reporting requirements and fair investigations should be conducted where necessary. Consistency is key, and any disciplinary action should align with established policies and be proportionate to the circumstances.
4. Holding the Line: Reinforcing Policies and Expectations
Clear communication is essential in managing this period effectively. Employers should take the opportunity to remind staff of relevant policies, including those relating to holiday requests, sickness absence, and disciplinary procedures. Given that major sporting events may also involve increased alcohol consumption, reinforcing expectations around fitness for work is also a good idea.
Full Time Verdict: Some Final Thoughts
Ultimately, a transparent and balanced approach will help employers maintain operational stability while supporting employee engagement. By planning ahead, applying policies fairly, and offering flexibility where possible, employers can navigate the challenges of major sporting events with minimal disruption, right through to the final whistle.
If you have any questions or would like assistance in respect of these issues, including in relation to reviewing your policies and processes, please contact a member of our team: employment@wslaw.co.uk.