Employers’ countdown to kick-off at the 2026 World Cup

The 2026 FIFA World Cup, hosted across the USA, Canada and Mexico, is expected to capture the attention of much of the UK working population. With an expanded tournament format which takes place between 11 June and 19 July 2026, and with games scheduled to start at various times between 17:00-05:00 BST, employers may face more sustained disruption than in previous years.

While national events can boost morale (at least as long as the particular team stays in the competition!), they can also impact productivity if not managed proactively. So, before World Cup fever takes hold, employers should communicate expectations to employees clearly, whether they are working in the office or remotely.

Our countdown to kick-off provides guidance on some key issues that may arise at work.

5... Holiday requests

The tournament, which runs from 11 June to 19 July, is likely to increase demand for annual leave. Requests should be handled consistently and in line with usual policies, on a first come, first served basis. Employers should take care not to favour requests relating to certain matches or teams, as inconsistent treatment could give rise to discrimination risks.

4... Absence

Late evening and overnight viewing times may lead to increased absence or lateness the day after a big match. But employers should not assume absence is not genuine. As always, the circumstances should be investigated (including the employee's explanation and any evidence for the absence, such as a doctor's note) before taking any disciplinary action. 

Clear messaging that absence is monitored, combined with some flexibility to working patterns may reduce the risk of unauthorised absence.

3... Working patterns and remote working

Unlike for Qatar 2022, many matches for this World Cup will take place in the late afternoon, evening or overnight UK time. This may prompt requests for:

• later start times after late-night matches
• temporary changes to working hours
• additional homeworking to allow flexible viewing

Where operationally feasible, allowing employees to adjust hours and make up time can help maintain engagement. Businesses that operate hybrid working may see an increase in requests to work from home on match days. Subject to operational needs, employers may choose to build up goodwill and show some flexibility over the number of days employees attend the workplace in a particular week.

If employees start work late the day after a World Cup match, employers may decide not to take a strict approach, especially if the employee regularly works longer hours than required. However, repeated issues should be addressed in line with normal procedures.

2... Accessing IT tools

If employees will be allowed to use work IT systems to watch or follow World Cup matches at work, employers should provide guidance on what is permitted. Any use should be reasonable, must not affect performance, and should comply with IT and security policies.

1... Appropriate behaviour

While sporting banter can build team spirit and morale, employers should be mindful of the risk of harassment or discrimination - where rivalries based on national teams create a hostile, degrading or intimidating working environment - and if that happens, employers should take appropriate action. Employers may consider taking positive steps to remind employees that such behaviour may lead to disciplinary action.

Employers should also be prepared to deal with inappropriate conduct, such as alcohol-related misconduct. As always, any action should follow a fair investigation.

If the inappropriate behaviour takes place outside work, employers should not assume that this will automatically lead to disciplinary action. This will usually depend on whether the behaviour has any connection with the employee's work and the extent to which it may bring the organisation into disrepute, taking into account the employee's role and behaviour.

So, if employees do engage in any inappropriate behaviour, employers should be prepared to tackle this head on!