02-06-2010
Avert staff from 'kicking-off' over the World Cup
With the World Cup due to start in just a weeks’ time, businesses across the county are urged to take steps now to make sure they are fully prepared for a month of ‘football fever’.
Statistics show that major sporting competitions are likely to result not only in an increase in unauthorised staff absences, but also a general decrease in work productivity.
The real headache for employers is how to deal with staff absence due to alleged sickness, when in reality the time off was taken to watch a match or recover from the night before. Since being absent from work for a short period of time does not normally require a medical certificate, this is an attractive option to employees who know they can miss work without having to go through their GP to be officially signed off.
To help head home the message that this would not be acceptable, businesses are encouraged to clearly communicate their sickness and absence policies to staff in good time before the World Cup begins, making it clear that any unauthorised absences could be treated as a disciplinary issue. Whilst some employers might be tempted to treat such absences as unpaid sick leave, you should first ensure that this is allowed under the employee’s contract. A better approach would be to encourage staff to take the time off as annual leave, but at the same time taking care not to treat unfairly those who are genuinely sick.
Instead of appearing to be heavy-handed, why not consider using the World Cup period to your advantage by showing that you value your employees. Introducing flexible working arrangements, allowing working from home or providing televisions at work to follow games are just some examples of simple ways to keep a workforce happy and motivated.
In doing so you must act fairly and not discriminate against any staff who do not share in their colleagues’ interest in football. Equally, while the focus will no doubt be on England, be mindful to make the same allowances for staff from any other nationalities.
Irrespective of how you approach workplace issues surrounding the World Cup, the main thing is to plan ahead and communicate clearly, remembering to adopt a consistent approach to dealing with all staff, no matter what their level of interest in the game.
Partner Lisa Gettins is Head of Employment at BPE Solicitors LLP and can be contacted on 01242 248237 or at lisa.gettins@bpe.co.uk
Statistics show that major sporting competitions are likely to result not only in an increase in unauthorised staff absences, but also a general decrease in work productivity.
The real headache for employers is how to deal with staff absence due to alleged sickness, when in reality the time off was taken to watch a match or recover from the night before. Since being absent from work for a short period of time does not normally require a medical certificate, this is an attractive option to employees who know they can miss work without having to go through their GP to be officially signed off.
To help head home the message that this would not be acceptable, businesses are encouraged to clearly communicate their sickness and absence policies to staff in good time before the World Cup begins, making it clear that any unauthorised absences could be treated as a disciplinary issue. Whilst some employers might be tempted to treat such absences as unpaid sick leave, you should first ensure that this is allowed under the employee’s contract. A better approach would be to encourage staff to take the time off as annual leave, but at the same time taking care not to treat unfairly those who are genuinely sick.
Instead of appearing to be heavy-handed, why not consider using the World Cup period to your advantage by showing that you value your employees. Introducing flexible working arrangements, allowing working from home or providing televisions at work to follow games are just some examples of simple ways to keep a workforce happy and motivated.
In doing so you must act fairly and not discriminate against any staff who do not share in their colleagues’ interest in football. Equally, while the focus will no doubt be on England, be mindful to make the same allowances for staff from any other nationalities.
Irrespective of how you approach workplace issues surrounding the World Cup, the main thing is to plan ahead and communicate clearly, remembering to adopt a consistent approach to dealing with all staff, no matter what their level of interest in the game.
Partner Lisa Gettins is Head of Employment at BPE Solicitors LLP and can be contacted on 01242 248237 or at lisa.gettins@bpe.co.uk
