Tackling Employment Issues During The FIFA World Cup

• Published date: 29 November 2022
• Subject Matter: Employment and HR, Privacy, Discrimination, Disability & Sexual Harassment, Data Protection, Privacy Protection
• Law Firm: Weightmans
• Author: Ms Sejal Raja

Whilst it is hoped that the World Cup can be enjoyed by everyone, there are a few potential pitfalls for employers to consider.

The World Cup kicked off on Sunday 20 November 2022 and will finish on 18 December. Whilst it is hoped that the World Cup can be enjoyed by everyone, there are a few potential pitfalls for employers to consider. This is particularly so as many of the matches, especially during the group-stage, will take place during working hours.

Watching matches during working hours

Employers may want to consider a flexible approach and allow employees to watch matches in the workplace, for example on their mobile phone or on a company laptop/computer, or even at home. However, employees that are working from home are inevitably less visible and harder to monitor. Therefore, employers may want to offer employees the ability to watch a match in the workplace. Alternatively, employees can be authorised to watch at home, provided that time is made and it does not impact the business. Adopting a flexible approach is likely to lead increase in morale, less sickness absence and ultimately an increase in productivity.

Employers may allow employees to watch matches during work but not on company equipment; if this is the case then employers should revisit their policies in relation to email and internet use and should reiterate the relevant sections to employees. For example, many policies state that only minimal personal use of company internet or IT systems is permitted and that it must not interfere with business commitments. Please note that employers that are considering monitoring employee use of the internet should be cautious; this can involve the processing of personal data, and so data protection legislation must be complied with. Personal data may not be processed unless there is a lawful basis under UK GDPR. Employees must also be informed of the basis for the processing and the purposes for which information will be processed.

If, despite a flexible approach, there are concerns about unauthorised absence, lateness, poor performance or productivity, they should be addressed in the usual way as a disciplinary/performance issue under company policies.

Employers should be clear on the approach they are taking in relation to employees watching any match during working hours. The approach should be applied consistently, both to employees in the workplace and employees working from home.

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