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Browse frequently asked questions and answers on key HR issues. Navigate by topic or key word search. View latest additions or suggest a question to the XpertHR editorial team.
How should employers deal with requests for time off to watch key matches during the World Cup or other major sporting events?
How can employers avoid allegations of unfair and/or discriminatory treatment when allowing employees to take time off to watch major football tournaments?
Should employers adopt a sporting events policy and what should it include?
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 should an employer do if an employee is detained in police custody due to alleged football hooliganism, and is unable to attend work?
How can employers prevent employees spending too much time at work discussing the World Cup or other major sporting events and distracting other employees?
How should employers deal with employees who turn up for work drunk or hung-over after watching a World Cup match or other major sporting event?
How should employers deal with employees who are late for work due to having stayed up to watch a World Cup match the night before?
Clearly, there are some jobs that it is not possible to perform away from the workplace. Where working from home is a possibility, unless a requirement to do so is provided for in the employment contract, or agreed with employees, imposing this change will constitute a unilateral variation of the contract potentially giving rise to claims for constructive dismissal. While consultation with employees before any changes are made is the safest course of action, this may not be possible if there are time constraints. Therefore, employers should consult in advance about the possibility of homeworking if transport disruption makes it difficult for them to travel to work. Employers should also consider the health and safety aspects of remote working, safeguarding business confidentiality and data protection requirements.
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