On Tuesday evening, England will be taking on Wales in a much-anticipated group-stage match in the World Cup.

Employers can of course expect to see some friendly rivalry between English and Welsh colleagues.

But, it can often be easy for good-natured banter to cross the line into workplace bullying.

So how can employers embrace all nationalities and ensure competition during the World Cup, and beyond, remains healthy?

Alan Price, CEO at BrightHR, says:

“What one person may say in jest, could well be construed as offensive by another, so for the avoidance of doubt, ensure that your staff know to err on the side of caution when making jokes.

“And remember, if the recipient of a joke feels discriminated against on the grounds of a protected characteristic – like age, disability, race, religion, sex, and sexual orientation – then there could be grounds for a claim. And as an employer, you may find yourself personally liable.

“But let’s not forget that the World Cup can be a great platform for bringing colleagues together in camaraderie and solidarity. However, employers should make sure the workplace is inclusive for all. This might include – if decorating the office – making sure all flags of qualifying countries are displayed and ensuring people feel comfortable to wear football shirts in support of whichever teams they’re backing.

“It should also mean that if you are choosing to screen certain games in the workplace, you should do so for all countries – as you will likely have members of staff supporting teams other than England and Wales.

“Remind your staff that if they are able to watch the match during work hours, that they are in a work-setting and so should act accordingly. This means no getting lairy, making offensive comments, or dismissing their responsibilities.

“In situations like this your policies are invaluable, especially those concerning bullying and harassment, discrimination, and sporting events. Communicating these with your teams in advance of will confirm the expected standards of behaviour and allow you to properly manage anyone who falls short of those expectations.”

Connor Campbell, business expert at NerdWallet, offers advice for business leaders during the World Cup, to help deal with employee requests to take time off to watch a game

Explore flexible working arrangements

Not everybody will be able to watch their chosen game live due to different working commitments, but there are options for some business leaders.

An easy way for businesses to accommodate employees wanting to watch the World Cup during work hours is to offer a flexible working pattern on that day, or to offer the chance to build up time in lieu before or after the game.

Be clear, early, on holiday request limits

If you are expecting a late rush for holiday requests before a big game, it may be worth notifying your employees as soon as possible that you will be approving time off on a first-come, first-serve basis. You may also want to be clear on any limits as to who can be off from each team at any given time.

Enjoy games at the workplace

A good team bonding exercise could be to watch selected games together at the office, which may prevent absenteeism during game days. So long as clear expectations are set as to what work needs to be picked up and when, the office screening could be a great way to bring people together.

Offer an external team-bonding activity

If you are able to do so, you could offer to take the team out for a few hours to a nearby location showing the match. If people aren’t into football, they could have the option of working during the game and taking time back on another day.

So long as all employees – football fans or not – are treated fairly, there are ways to keep everybody happy for such a one-off event.

 

 

 

 

 

Amelia Brand
Amelia Brand

Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.