How can you enjoy the football fever without hurting your business? The eagerly awaited 2016 European Football Championships begin on Friday 10th June. Whilst England games are scheduled to start after 5.00pm (except the all important England v Wales game on Thursday 16th June which kicks off at 2.00 pm) group games start earlier and later and with thousands of football fans working afternoon or evening shifts, football frenzy is certain to take hold.
Undoubtedly employerswill be inundated with requests to leave early or take holiday, “sickness absence” may peak and staff will usually arrive to work late (with the accompanying hangover). Many may also be unable to resist the temptation to watch the games on line during working hours. Employers might want to consider the following tips if their employees are keen to be involved:
- Think ahead– consider ways to avoid any perceived favouritism shown to those with sporting interests. Speak to employees in advance and see who is thinking of booking time off and remember employees should book annual leave in the usual way, as set out in the company holiday handbook/policy. Leave should be booked well in advance of the event, although during the games the company may, at its discretion consider late requests for time off work.
- Sickness absence – employers may wish to consider whether they will make special efforts to monitor sickness absence during this period, ensuring that any action is in accordance with the company’s attendance policy. This could include the monitoring of high levels of sickness or late attendances due to post match hangovers.
- Be flexible– one possible option is have a flexible working day. Employees could come in a little later or finish sooner and then agree when this time can be made up. Allowing staff to listen to the radio or watch the TV may be another possible option. Employers could allow staff to take a break during match times. Another option is to look at allowing staff to swap shifts with their manager’s permission.
- Refer to your policies– there may be an increase in the use of social media such as Facebook, Twitter or websites covering the football. Employers should have a clear policy on web use in the workplace that is communicated to all employees. If employers are monitoring internet usage then the law requires them to make it clear that it is happening to all employees.
Contact us now for advice about flexible working, alcohol in the workplace, changes to shifts and other ways to enable your staff to enjoy the tournament. Finally, if you need a referee, you know where we are . . .
For further information please contact Paul Grindley on 0113 320 5000 or email PaulG@winstonsolicitors.co.uk
