European Championships 2012: issues for employers

The Euro 2012 football tournament starts on Friday 8 June. The UK kick-off time for matches is 5.00pm, including England's group game against France on Monday 11 June, or 7.45pm, including England's group games against Sweden on Friday 15 June and Ukraine on Tuesday 19 June. Issues employers may face include an increase in the number of employees asking to leave early, while those with evening working hours may face distracted or rowdy employees following the matches while at work. 

Policy on sporting events

Having a clear policy to deal with employee conduct during popular sporting events such as Euro 2012 can help employers to avoid unauthorised absences and minimise disruption in the workplace. XpertHR resources include a model policy that employers can use to set out their rules and guidance for all staff on what is expected and what concessions may be granted when a sporting event is taking place. 

• Should employers adopt a sporting events policy and what should it include?
• Model policy on sporting and other special events
• 2010 sporting policy survey

Flexible hours and holiday

Employers may wish to take a flexible approach to employees' working hours during the European Championships. This might include allowing employees to: take time off at short notice; leave work early if they make up the time; or swap shifts with other employees. 

• How should employers deal with requests for time off to watch key matches during the European Championships?
• How can employers avoid allegations of unfair and/or discriminatory treatment when allowing employees to take time off to watch major football tournaments?
• Can workers take holiday whenever they like?
• Can an employer refuse holiday requests during a particular period?
• Policy on non-statutory requests for flexible working
• Shift-swap policy
• Duvet day policy

Short-term absence and timekeeping

Some employers may notice an increase in short-term absenteeism during the European Championships as employees take unauthorised time off to watch key matches, possibly reporting their absence as sickness. 

• What should an employer do if it suspects that an employee's reported sickness absence is not genuine and is due instead to him or her taking time off work to watch a football match?
• What, if any, action should a manager take where he or she suspects, but has no proof, that an employee's absence was not genuinely for the reason given?
• Why is it good practice to conduct return-to-work interviews every time an employee has had a day or two off work?
• Short-term sickness absence policy
• Contract clause on sickness absence reporting
• Policy setting out structure for return to work interview after short-term sickness absence
• Policy on employees' timekeeping
• Line manager briefing on timekeeping

Behaviour while at work

Other disciplinary issues that could arise as a result of employees' interest in the European Championships include alcohol misuse or employees following matches on the internet when they should be working. There may be the possibility of harassment claims if the rivalry between employees of different nationalities gets out of hand. 

• How can employers prevent employees spending too much time at work discussing the European Championships and distracting other employees?
• How should employers deal with employees who turn up for work drunk or hung-over after watching a European Championship match?
• Alcohol and substance abuse policy and procedure
• Email and internet policy for employees
• Policy on dealing with harassment complaints
• Dignity at work policy

Behaviour outside work

Employers may face a situation where an employee is charged with or convicted of football hooliganism or an alcohol-related crime while watching a match. Disciplinary action, including dismissal, may be appropriate if the employee is convicted of a violent offence, the offence relates to the employee's job or the employer's reputation is likely to be damaged by the employee's conviction. 

• Can an employer fairly dismiss an employee because he or she has a criminal conviction for football hooliganism?
• What should an employer do if an employee is detained in police custody due to alleged football hooliganism, and is unable to attend work?
• Policy on employees charged with or convicted of criminal offences and convictions
• How to deal with an employee who has committed or been charged with committing an offence
• Misconduct outside work: overview
• Misconduct outside work: checklist