Britain is undoubtedly a nation of football lovers and with England making their best start to the World Cup since 2006 it is generating excitement and anticipation among fans throughout the country.

With the group stages almost at an end, businesses need to think ahead to ensure that the World Cup does not prove to be too much of a disruption and adversely affect productivity.

Here are my top problem scenarios employers are likely to face during the World Cup.

My solutions will help employers incentivise staff to keep their eyes on the prize (I don’t mean the World Cup - do you really think England?)

Problem:

You receive an influx of requests for holidays on ‘big match’ days.

Solution:

Consider before refusing all or some of the requests unless there is a genuine business need for all staff to be at work, as this could lead to low morale, or worst still, staff taking sick days on match days.

Instead, consider other ways of allowing football fans of the ‘beautiful game’ to keep up with the World Cup at work.

For example, you could relax your usual rules about internet access during work time and allow office-based employees to check the scores online, while other employees based in workshops, warehouses or garages might be permitted to listen to football coverage on the radio (although this may require a licence).

Alternatively, consider setting up a television screen in a designated space to allow staff to enjoy watching the game, on the premise that the time will be made up later that day or week.

You are under no legal obligation to take any of these steps, but it is important to consider practical ways of managing potential disruption, whilst ensuring that employee satisfaction and engagement remains high.

The benefits provided will need to strike the right balance between keeping your employees happy whilst maintaining high business standards and ensuring customers and clients are properly serviced. Ahead of time, if you are considering allowing some flexibility, ensure the ‘World Cup benefits’ are clearly communicated to staff (in an email or memo). Set out exactly how far that flexibility extends, the expectations on your staff to comply with the limits, and the potential repercussions should the communication be ignored.

Problem:

Your employee or employees call in sick on or after match days.

Solution:

Although as an employer it is difficult to formally ‘police’ alcohol consumed outside of working hours, communication in advance of World Cup matches is key, in order to set realistic boundaries. It is vital for employers to communicate that absenteeism due to excessive alcohol consumption and/or illness due to hangovers, will not be tolerated, and of the potential repercussions for staff of taking unauthorised absences, namely disciplinary sanctions.

‘Thirty years of hurt, never stopped me dreaming!’

For all employment law matters contact Hannah Strawbridge on 01484 821 300 or at hannahstrawbridge@eatonsmith.co.uk .