With England now through to the semi-finals, many employers are wondering whether they need to prepare for disruption in the workplace.
The short answer is probably not.
Most businesses have managed the tournament perfectly well so far and, with a little common sense, there’s no reason the final stages should be any different.
The key is to stay flexible where you can, be clear about expectations and avoid making things more complicated than they need to be.
Wednesday Semi-final
With kick-off at 8pm on Wednesday, the semi-final falls outside normal working hours for most employees.
You may notice a little more excitement in the workplace, more football conversations and perhaps the odd request to leave slightly early. For many businesses, that’s about the extent of it.
In reality, most employers are less concerned about employees being absent on Thursday and more concerned about employees arriving at work fit and ready to do their jobs.
Your business still comes first
It’s easy to feel pressure to accommodate every request during a major sporting event.
The reality is that your first responsibility is still running your business.
For some employers, offering flexibility will be straightforward. For others, particularly those operating shift patterns, customer-facing services or safety-critical roles, there may be very little room to move.
Neither approach is right or wrong.
What matters is that employees understand what’s possible and that decisions are made consistently.
If England make the final
The bigger challenge may come if England secure a place in the final.
That’s when employers often see an increase in annual leave requests and questions about flexible working arrangements.
A sensible place to start is deciding now what flexibility you can realistically offer.
Could employees start a little later the following day? Could annual leave be accommodated? Would home working help in some roles?
You don’t need a lengthy policy. You simply need a clear and realistic plan.
Thursday morning
This is where many employers are focusing their attention.
If England win on Wednesday evening, some employees may have had a later night than planned. Others may simply be running on less sleep than usual.
For office-based roles, that may mean a slower start to the day. In safety-critical environments, however, tiredness can have more significant consequences.
A sensible place to start is reminding employees that normal workplace standards still apply. Whatever the result, employees are expected to attend work fit to carry out their role safely and effectively.
If your business has roles that involve driving, operating machinery or other safety-critical activities, it may be worth giving this reminder before the match rather than dealing with issues afterwards.
The aim isn’t to take the fun out of the occasion. It’s simply to balance employee wellbeing with the practical needs of the business.
Make the most of it
While it’s natural to focus on potential problems, major sporting events can also create positive moments within teams.
A little effort can go a surprisingly long way.
Simple ideas might include:
- A score prediction competition
- Bacon rolls or pastries on match day
- A team lunch if England reach the final
- Football shirts or team colours where appropriate
- A small prize for the office football expert
None of these need a big budget.
Often it’s the fact that you’ve acknowledged something people are excited about that makes the difference.
Not everyone will be interested
Not everyone will be counting down to kick-off and that’s absolutely fine.
Keeping activities optional helps everyone feel included.
The goal isn’t to make football the centre of the workplace. It’s simply to recognise an event that many employees are interested in while making sure nobody feels left out.
Keep expectations clear and simple
Alongside any flexibility or celebrations, it’s helpful to remind employees that normal workplace standards still apply.
A simple message can often prevent misunderstandings:
We know many colleagues will be following the football this week and we’ll do our best to support reasonable requests where operationally possible. At the same time, normal attendance, conduct and absence procedures will continue to apply. Employees are also expected to attend work fit to carry out their role safely and effectively.
Clear communication helps employees understand where they stand and often avoids issues before they arise.
Major sporting events can sometimes make employers worry about issues that never actually materialise.
In practice, most employees simply want to enjoy the occasion and get on with their work.
Clear communication, reasonable expectations and a little flexibility where possible will usually be enough.
And if your business can’t accommodate every request, that’s okay too.
Employees don’t expect perfection. They generally appreciate honesty, consistency and employers who approach situations with a bit of common sense.
Need some reassurance?
If you’re unsure how to approach annual leave requests, flexible working arrangements or fitness-for-work concerns during the final stages of the tournament, a short conversation can help you feel confident about your next steps.
After all, good HR isn’t about creating rules for every situation. It’s about making sensible decisions that work for both your people and your business.
