How employers can prepare for the 2026 FIFA World Cup

The FIFA World Cup begins on 11 June and runs until 19 July 2026. As we approach the first kick-off, now is a good time to share some top tips for handling the employment law issues that arise during major sporting tournaments.

Employers often face several concerns during events like the World Cup, including how to deal with multiple holiday requests, manage shifts and handle absence. There are also important issues of inclusion and fairness to address. How can employers ensure staff who do not follow football do not feel excluded? How can support for different teams be treated equally?

Below, we outline practical ways employers can help staff enjoy the tournament while maintaining productivity, morale and workplace harmony, without causing undue disruption.

1. If everyone asks for time off work to watch World Cup matches, how should employers handle this?

The good news is that the tournament is being hosted in the USA, Mexico and Canada, meaning most matches will take place outside normal UK working hours. As a result, requests for annual leave may be less frequent, although shift workers may still be affected.

However, late-night and early-morning matches could still create disruption the following day. Employers may therefore face issues relating to lateness, sickness absence and reduced productivity caused by lack of sleep.

Consider whether temporary flexibility can be offered, such as later start times or increased home working. Any arrangements should be made available fairly and consistently. For example, employers could allow each member of staff one later start or one work-from-home day on a rotating basis.

Employees can, of course, be encouraged to use annual leave. However, employers should also consider whether accommodating flexibility may be more manageable than dealing with competing holiday requests or full-day absences. A flexible approach may also help employees feel valued rather than frustrated at missing out.

2. We always get people calling in sick the day after matches. How should this be managed?

Questioning the validity of sickness absence can be difficult. The best approach is to remind staff, ahead of sporting tournaments and social events, of sickness absence policies, reporting procedures and the consequences of unauthorised absence.

It is also important to recognise the distinction between an employee falsely claiming to be unwell because leave was refused and an employee who is genuinely unfit for work. Although a hangover may be self-inflicted, employers should avoid making assumptions about which illnesses are more “genuine” than others.

Employers should monitor absence levels and note any patterns that may suggest dishonesty, taking appropriate action where necessary. It is also worth remembering that Statutory Sick Pay (SSP) is now payable from day one of absence. However, employers still have the right to enforce reporting procedures, and payment may not be due where employees fail to comply with them.

3. What about employees who have no interest in football?

It is important to ensure that employees with no interest in the FIFA World Cup do not feel excluded. Workplace activities connected to the tournament, like any other workplace event, should remain optional.

Employees should not be disadvantaged, criticised or treated differently if they choose not to take part.

4. What about competing teams, fan rivalry and objections to host nations?

Not all employees will support the same team, and workplace “banter” should be handled carefully. As with all workplace interactions and social media activity, employers should remain alert to conduct that could create an offensive working environment.

The intention is irrelevant – it is the effect that counts. Employers should ensure that rivalry does not escalate into bullying or harassment, and that support for particular nations does not cross the line into race discrimination.

For this reason, displaying national flags in the workplace may not always be advisable. Allowing football shirts may be a safer option, provided it aligns with the organisation’s dress code and is applied consistently.

Employers may also wish to remind staff of equality policies and the consequences of non-compliance. Action should be taken where jokes or comments relate to ethnicity, appearance or other protected characteristics, or where behaviour becomes hostile or intimidating. Standards of conduct should be reinforced from the top down, and any temporary relaxation of dress codes should apply equally to all employees.

5. Do employers need to address behaviour outside work?

It is sensible to remind staff of their responsibilities outside work while watching football, particularly where alcohol is involved. Unfortunately, football-related events can sometimes lead to anti-social behaviour, including hooliganism.

Where an employee’s connection to the organisation is known, their behaviour outside work may still reflect on the employer and potentially damage its reputation. Depending on the circumstances, disciplinary action may therefore be justified.

The same principles apply to social media activity, especially where an employee’s connection to the organisation is obvious. Employers should be cautious when dealing with private social media accounts but should regularly remind employees of social media usage policies and expected standards of behaviour.

6. Is there an extra bank holiday for the World Cup?

Scotland has scheduled an additional bank holiday for Monday 15 June 2026, although this does not apply in England or Wales.

Additional bank holidays require employers to carefully review employment contracts to determine whether employees are entitled to “all” bank holidays or only the “usual” bank holidays. Employers should also consider whether leave must be taken on the exact day itself or can be taken at another time.

Employers in Scotland should communicate arrangements clearly and as early as possible to manage expectations effectively.

In conclusion

Large sporting events such as the FIFA World Cup can create valuable opportunities for employee engagement and workplace positivity.

Employers may wish to consider activities such as workplace sweepstakes, although care should always be taken to remain mindful of employees who do not gamble for personal or religious reasons.

Some employers may also consider screening matches in communal spaces to encourage team engagement. Again, fairness and consistency remain important, particularly for employees who are not interested in football or whose roles do not allow time to watch matches. In those circumstances, employers could consider offering alternative benefits, such as an early finish on another occasion.

Employers should also avoid prioritising matches involving only one national team over others.

Any flexibility, workplace events or time-off arrangements should be available to all employees, not just supporters of one particular team. Employers should also remember that the FIFA Women’s World Cup takes place in June and July 2027. Promoting both tournaments equally can help foster a more inclusive workplace culture and create broader opportunities for employee engagement.