Travel firms urged to set clear boundaries with staff ahead of World Cup

With World Cup football fever set to grip the nation, travel firms have been urged to clearly communicate work expectations and take a “common-sense approach” if staff want to watch matches.

Specialist travel law firm Travlaw said the football tournament was likely to “bring a buzz to the workplace” but warned it could also “create a few headaches for employers if expectations aren’t clear”.

The World Cup runs from June 11 until July 19, with matches across different locations in the US, Canada and Mexico.

Due to the time zone difference, games will be screened live in the UK during the evening and through the night, with some in the early hours of the morning.

In a guide on how employers should approach the popular tournament from a staff perspective, firms have been told to ensure they tell staff if watching games during working hours is allowed; if time can be made up later; and what is expected in terms of availability and performance.

“This is especially important in a hybrid world; regardless of where people work, the same rules will need to apply for all and so clear communication is essential,” said Travlaw partner Ami Naru, head of employment.

With games at unsociable hours during the night, employers are encouraged to take a “common-sense approach”, the firm said.

Naru added: “If someone stays up until 3am to watch a match, it’s likely to affect them the next day and you will need to look at the situation on a more case-by-case basis. You may want to allow certain flexibilities for staff.”

This could include allowing staff to start work later in the morning where possible; letting employees take annual leave or flex their work hours; and agreeing in advance how and when employees will make up their time.

But Naru stressed the importance of a consistent approach across the workforce to maintain employee relations and reduce the risk of grievances.

She said: “It is important to remember that not everyone in the workforce will be interested in football and employers should strive to apply policies fairly and consistently.

“Where flexibility is offered to employees who wish to watch a match, you will need to put the same consideration to similar requests in other circumstances.

“Allowing flexibility for employees to watch sporting events but not offering flexibility for other comparable requests could lead to perceptions of unfairness and inconsistency.”

The guide added that games at unsociable hours could lead to a “spike in last-minute absences the following day”, and noted: “You may have reason to believe that someone isn’t genuinely unwell, for example if you have evidence that they have been out drinking until the early hours.

“In these cases, you will need to follow your normal disciplinary route.”