World Cup 2026: Enjoy the Football Without Scoring an Own Goal at Work
The FIFA World Cup 2026 is fast approaching, running from 11 June to 19 July 2026, with 104 matches taking place across Canada, Mexico and the USA. For UK employers, that means a long period of excitement, divided loyalties, late nights, early mornings, workplace chatter and, potentially, a few HR headaches.
Handled well, the World Cup can be a brilliant opportunity to boost morale, bring people together and create a bit of fun in the workplace. Handled badly, it can lead to absence issues, productivity dips, complaints about favouritism, inappropriate banter, bullying, exclusion and disruption to clients.
What should employers be thinking about now?
1. Office sweepstakes: fun, but keep it inclusive
A sweepstake can be a great way to create some light-hearted engagement, but it needs to be managed sensibly.
Keep it voluntary. Not everyone likes football, gambling or workplace competitions, and no one should feel pressured to take part. If money is involved, keep contributions low and make sure the rules are clear. You may also want to offer a non-cash version, such as a charity donation, team prize or fun internal leader-board.
Think carefully about inclusivity too. Some employees may have religious, cultural or personal reasons for avoiding gambling. Others may simply not want to join in. Participation should be welcomed, not expected.
A good approach is to frame it as one optional part of a wider workplace engagement plan rather than “the” World Cup activity.
2. Rivalry, banter and the risk of bullying
International tournaments can bring out strong national pride. A bit of friendly rivalry can be great for team spirit, but it can also cross the line.
Comments about nationality, race, ethnicity, religion or culture can quickly become inappropriate, discriminatory or harassing. Employers should be alert to “banter” that targets someone because of their national background, accent, country of origin or perceived identity.
All employers must take steps to prevent bullying and discrimination and take complaints seriously.
Before the tournament begins, remind staff that your usual standards still apply. That includes your policies on dignity at work, bullying and harassment, equal opportunities, social media and conduct at work events.
You do not need to dampen everyone’s enthusiasm. You do need to make it clear that football is not an excuse for offensive comments, intimidation, exclusion or behaviour that makes others feel uncomfortable.
3. Absence, lateness and “the morning after”
Because the tournament is being hosted across North America, some matches may fall outside normal UK working hours, including late evening or night-time kick-offs. That creates a predictable risk of lateness, sickness absence, tiredness and reduced productivity the next day.
Employers should be prepared rather than deal with issues reactively.
Consider whether you can offer temporary flexibility, such as adjusted start times, shift swaps, annual leave, time off in lieu or flexible lunch breaks for key matches. This should be managed fairly and consistently, not just for football fans.
At the same time, employees need to understand that unauthorised absence, failing to follow absence reporting procedures or turning up unfit for work may still be dealt with under the company’s normal policies. Unauthorised absence can include not turning up for work without permission or failing to follow the organisation’s reporting procedure.
The key is to communicate expectations early.
With Statutory Sick Pay now available to employees on the first day of absence, you may want to think about ‘suspicious looking absences’ and communicate how these will be dealt with.
4. Protecting your business and your clients
World Cup fever should not come at the expense of service delivery.
Employers should review staffing requirements across the tournament period, especially around popular fixtures, knockout games and the days after major matches. Make sure you have enough cover for client-facing work, deadlines, phones, production, care responsibilities, site work or any other business-critical activity.
You may want to agree in advance:
- how annual leave requests will be handled;
- whether requests will be approved on a first-come, first-served basis;
- whether minimum staffing levels will apply;
- whether staff can watch or follow matches during working time;
- whether personal devices can be used;
- what happens if client service is affected.
If you allow flexibility, make sure managers apply it consistently. A relaxed approach for one team and a strict approach for another can quickly create resentment, at best, or escalate to grievances or worse.
5. Watching games at work
Some employers may choose to show certain matches in the workplace or allow staff to watch games during breaks. This can work well, but it should be structured.
Set clear rules around working time, breaks, alcohol, noise, conduct and client confidentiality. If employees are watching in a shared office, remember that not everyone will want the disruption. Consider creating a designated area rather than taking over the whole workplace.
For remote or hybrid teams, you might offer an optional online chat, prediction board or virtual sweepstake. Again, keep it inclusive and optional.
6. Alcohol and workplace conduct
Football and alcohol often go hand in hand, but employers need to be careful.
If you are hosting a workplace event, screening a match or allowing staff to socialise after work, your usual standards of behaviour still apply. Alcohol-related misconduct, including sexual harassment, can still become a disciplinary matter, even where the event takes place outside normal hours, particularly if it is connected to work.
Remind managers to set the tone. If alcohol is available, provide non-alcoholic options too, and make sure employees know they are expected to behave appropriately.
7. Supporting employees who do not care about football
Not everyone will be excited about the World Cup. Some employees may actively dislike football, feel excluded by sports-based conversations, or become frustrated if the workplace seems to revolve around the tournament for several weeks.
That does not mean you cannot celebrate it. It just means you should avoid making football the only route to inclusion.
Consider offering wider team activities such as:
- a charity fundraiser linked to the tournament;
- a food day celebrating different countries;
- a quiz with non-football categories;
- dress-down days;
- wellbeing walks or team lunches;
- a “no football talk” quiet space or working area;
- recognition for employees covering busy periods.
The aim is to build morale, not create a workplace where some people feel invisible.
8. Practical steps employers should take now
Before the tournament starts, employers should:
- review absence, annual leave, flexible working, conduct and anti-bullying policies;
- remind staff how to request leave and report sickness absence;
- decide whether match-watching will be allowed during working time;
- brief managers on handling requests fairly and consistently;
- plan staffing cover around key fixtures;
- set expectations around alcohol, banter, social media and workplace behaviour;
- make any sweepstake or football activities voluntary and inclusive;
- communicate the plan clearly to all employees.
Plan now, avoid problems later
The World Cup can be a great opportunity to bring people together, but employers should not leave things to chance. A short, practical communication before the tournament starts can prevent misunderstandings, reduce absence issues and help everyone enjoy the event without disrupting the business.
At DOHR, we help employers put clear, practical workplace guidance in place before issues arise. If you would like support preparing a World Cup staff communication, reviewing your absence policy or managing a conduct concern, please get in touch with the DOHR team. We will help you keep your business running smoothly …. on and off the pitch.
