Pictured above: John Simon

With the World Cup fast approaching, Harvey Ingram partner John Simon outlines some issues, hints and tips for employers now facing this great sporting occasion. 

Some staff will want time off to watch matches, some will request time off as holiday, while others might just not turn up, or 'throw a sickie'. Careful planning is essential to ensure the interests of all staff are balanced in order to maintain a happy workforce.

Attack or Defence?

As an employer it is vital to be pro-active in order to manage staff levels and maximise business productivity. In order to successfully safeguard attendance during this period normal holiday and sickness procedures should be followed.

Holiday requests and normal notice requirements for annual leave should be adhered to. It may emerge many staff may simultaneously want time off. Therefore, ensure fair policies for dealing with holiday requests are adopted - and it may be necessary to operate a first-come, first-served approach.

During the World Cup it may also be worth while considering alternatives to staff leave with flexible working arrangements, or the screening of matches at work. But employers are under no obligation to do so. Ensure the needs of all staff are carefully balanced - and this includes any who have no interest in the tournament.

To deter unwarranted sickness absences it's important to get as much information from employees as possible if they ring in to let you know the reason for absence. Always hold return to work interviews on their first day back at work.

But most importantly, communicate with staff. Be clear about what is expected in terms of attendance and performance. If flexible working arrangements can't be agreed, then say so. Also be clear that any flexible working arrangements are only temporary.

Yellow Card

Staff should be made aware that any unauthorised absence will result in disciplinary action. Careful monitoring will help spot suspicious patterns. Review the triggers in sickness policies used to deal with repeated unauthorised absences.

Employees may sit at their desks and watch or listen to matches on the internet via social networking sites, sports news websites, or official World Cup pages. It is therefore important is to monitor the use of internet and email. Many companies already have the right to do this by virtue of provisions within contracts, policies or handbooks.

A firm approach should be taken when dealing with staff who turn up to work intoxicated, or suffering from the effects of being drunk the night before. It may amount to gross misconduct and employees should be fully aware this behaviour may result in disciplinary action if it affects their performance.

Red Card

It's vital the health and safety of all staff are protected. Drinking at work, aggressive behaviour and any racist conduct cannot be accepted. Employees should understand that this behaviour is likely to amount to gross misconduct and may well be dismissed.

The Offside Trap 

Don't get caught offside - protecting the interests of a business and the health and safety of staff is the top priority. And, remember, Wimbledon is only just around the corner! 

For more information about Harvey Ingram, please visit their website here: www.harveyingram.com