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.
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.
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.
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.
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