The World Cup tournament will certainly create a buzz among workforces, with an estimated 40 million people in the UK expected to watch the games. It will undoubtedly create a significant boost in employee engagement and morale, but it can also present employers with a range of practical employment law challenges.
With this in mind, Catherine Meenan and Ben Dos Santos, employment lawyers at Weightmans, set out the key employment issues that may arise and the practical steps employers can take to minimise risks.
Certain Match Times Could Lead to Employees Drinking at Inappropriate Times, Affecting Their Work
With the competition taking place in the US, Canada and Mexico, many of the matches are likely to take place in the late afternoon and evening, or overnight, UK time. Attendance and fatigue could arise as issues in workplaces. Several fixtures will kick off during unsociable hours for UK viewers, with a number of fixtures taking place on weekday evenings and Sunday nights. Employers should be mindful of the potential impact this could have on employee attendance, punctuality, and performance the following day.
Travelling to or attending work under the influence of alcohol, or contrary to an employer’s rules, can have serious consequences, particularly in roles involving driving, machinery operation, or wider health and safety responsibilities. To avoid issues arising during the tournament, employers should clearly communicate expectations in advance, including any flexibility around working hours, viewing arrangements, or standards of conduct.
Having a clear Drugs & Alcohol Policy is particularly important in light of the Health and Safety at Work etc. Act 1974 Act, which places a duty on employers to ensure, so far as is reasonably practicable, the health, safety, and welfare of employees. This includes managing the risks associated with employees attending work under the influence of alcohol, which would typically warrant disciplinary action. Managing the risks associated with employees attending work under the influence of alcohol, which would typically warrant disciplinary action.
Sickness Could Increase Across the Workforce, Make Sure You Monitor
According to a recent survey, 1 in 3 workers have called in sick due to drinking the night before, with 22% admitting to working while hungover. With a considerable number of matches being played in the evenings and early mornings, this may see an increase in employees looking to finish early or call in sick due to overdoing it the night before.
Managing absenteeism is incredibly important. Whether an employee is off for a day or a week, the absence is likely to put pressure not only on the employee's workload but also on their team and wider management. If necessary, employers should communicate that unauthorised absences are unacceptable and may result in disciplinary action. Conducting return-to-work interviews is essential and will help to differentiate between legitimate and dishonest absences, such as those following post-match celebrations. Employers should also be mindful to avoid assumptions that absences are not genuine.
Request for Flexible Start Times
Rather than requesting annual leave, employees may seek some flexibility in arrangements. This may include:
Some employers may choose to accommodate this where operationally possible, as a practical alternative to managing absence. Adopting a flexible approach is likely to lead to an increase in morale, less sickness absence and ultimately an increase in productivity. It is, however, important to ensure that all requests are considered fairly and consistently to avoid any arguments of inconsistent treatment, which could lead to discrimination claims.
Inappropriate Conduct Outside the Office Can Lead to Fines
Football is known for its rivalry, but this can become even more heightened during major events. Heightened emotions and “banter” in connection with the World Cup can lead to cases of bullying and discrimination, both online and in person, and employers must be mindful of potential discrimination and harassment issues. An increased number of FBOs, or Football Banning Orders, have been implemented due to hate crimes of players and fans online. The government revealed in June 2025 a 12 per cent increase in FBOs during the domestic league. FBOs are a preventative measure implemented to prevent violence or disorder at or in connection with football matches.
It is vital that businesses have a policy on how to handle appropriate behaviour, and employees must be informed that harassment related to the event, including hostile or racist remarks about any country or individual, will not be tolerated. It is important that all employees are reminded of the disciplinary consequences if they fail to comply with the organisation’s bullying and harassment policy.
Employees' posts on social media accounts, even on private accounts, can also have workplace implications. Any discriminatory posts from employees could potentially lead to reputational damage to the business, and it could create a hostile environment in the workplace.
Employers may consider taking steps to remind employees that any bullying or discriminatory behaviour will lead to disciplinary action. Employers should also check their social media policies and consider recirculating the relevant rules. Employers should signpost employees to relevant policies and the penalties they may face if such policies are breached.
As well as online activity, employers should be aware that employee conduct in public settings can also create legal and workplace risks. Employees who drink in public may be subject to a fixed penalty notice of up to £90 for being drunk and disorderly, while more serious offences can result in court proceedings and fines of up to £1,000. Local authorities can enforce Public Space Protection Orders (PSPOs), which can prohibit alcohol consumption in designated public spaces. Employees who breach these restrictions may receive on-the-spot penalties of £100.
It’s important that employers have clear guidelines in place and detail the expectations of the business to their employees prior to big events.
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