Dawn Dickson, a Partner in our Employment Team, urges businesses to take a balanced approach to the problem of absenteeism during the World Cup.
Absenteeism soars during major sporting events, with the last World Cup in 2006 estimated to have cost British business up to £4 billion in lost productivity.
Dawn Dickson maintains that businesses should avoid taking a heavy-handed approach. However, she stressed that football fans should not be seen to be enjoying extra perks at the expense of other workers.
She said: “In an attempt to minimise employee absences during the World Cup, employers should maintain disciplinary procedures for unauthorised absences, but at the same time ensure they adopt a flexible and fair approach when allowing time off.
“A flexible approach can be beneficial as it provides a healthy work life balance making happy, productive employees. However, the approach taken must be consistent and fair to all employees including those who have no interest in football.
“There are various approaches employers could take – they could encourage employees to take days off as part of their annual holiday entitlement; grant special unpaid leave; put in place a flexible working system on match days; have the radio or television on in the background.
“However it is just as important that they make it clear that any such privileges can be withdrawn if abused.”
She pointed out that supermarket giants Asda are granting unpaid leave for employees travelling to South Africa, and are planning to introduce a shift-swap scheme for staff staying in the UK.
However not all employers are as well prepared. She added: “A poll by the CIPD concluded that 9 out of 10 employers have no plans in place to help manage staff absences during the World Cup.”
Dawn concluded: “Make clear to employees that there are disciplinary consequences for taking time off for non-genuine reasons or for not performing satisfactorily.
“Be rigorous and fair. Ensure all employees who report sick during the World Cup are asked a number of questions about their symptoms etc., and that on their return to work they are subject to a return to work interview. Such procedures may discourage employees from calling in sick.”
