05/06/2026
Employer Guide: Managing World Cup 2026 in the Workplace
1. Plan early
Remind employees how to request annual leave, how much notice is required, and how requests will be approved if multiple people ask for the same dates.
2. Identify key match days
If you expect certain fixtures to be popular, ask employees to flag their preferred games early. This allows managers to plan workloads, rotas, cover, and deadlines in advance.
3. Apply rules consistently
Use clear and fair criteria, such as first come, first served, team-based limits, or a rota system for high-demand dates. Make sure the approach is communicated in writing so decisions feel transparent and fair.
4. Consider flexible options
Where business needs allow, consider adjusted start and finish times, longer lunch breaks, shift swaps, hybrid working, or allowing employees to make time up later in the week.
5. Set clear boundaries
If you allow matches to be watched during working hours, be clear about expectations. Workload, customer service, health and safety, and operational needs should still come first.
6. Manage absence fairly
If absence increases around match days, follow your usual absence management process. Record absence properly, avoid assumptions, and have calm, factual return-to-work conversations where needed.
7. Keep it inclusive
Not everyone follows football, so balance any World Cup-related flexibility or perks with options that feel fair to the whole team.
Handled well, the World Cup can be a positive moment for engagement, teamwork, and workplace culture. The key is to plan early, communicate clearly, and apply policies consistently.
