Anita Brook is founder of Accounts Assist a growing firm of Chartered Accountants. She’s been advising small business, sole traders and consultants for 12 years
As a nation of lovers of the beautiful game, the imminent World Cup is going to get a lot of people very excited.
While the fixtures themselves are actually quite well suited to the nine-to-five working day, some will clash and many people are likely to drink too much while cheering on ‘England’, which means more mid-week hangovers than usual.
The first game kicks off next Friday (11 June) giving employers a bit of time to lay down the ground rules before World Cup fever ensues.
Time off
For employees asking for time off, try and be co-operative if at all possible, to minimise the risk of them calling in sick. If they have holiday left and you can cover their workload, this is probably the best way to stop illegitimate absenteeism.
Consider granting unpaid leave for those without days available. This is obviously subject to whether you’re likely lose an entire team – not everyone’s a football fan though. You can give this option on a first come, first serve basis, with some fair criteria for selection.
Be flexible
If you can’t beat them, join them. Where possible accommodate the World Cup, either by allowing flexi-time – none of the games start that early, so this shouldn’t affect the normal working day too drastically – or by having radios or TVs in the workplace.
Lay down the ground rules
Try and stop unauthorised absences before they happen. Make sure all employees know the disciplinary procedure. Issue a memo which clearly states your company’s approach to calling in sick without due cause. If staff are genuinely ill consider insisting the production of a medical certificate – this should apply to everyone, not just those you suspect of watching the football. Don’t be sexist, women like football too and some men hate it.
Do bear in mind that the cost of the Doctor’s certificate will be payable by the employer, so if this puts you off, at least have in place a member of staff that everyone who calls in sick has to speak to in person – this may also act as a deterrent.
The first key dates to look out for when it comes to possible ‘sickies’ being pulled are:
12 June: England Vs USA
- 18 June: England Vs Algeria
- 23 June: England Vs Slovenia
Hopefully England will do well in their group so there may well be further cause for employer alarm as the tournament continues!
Do be aware that some of your staff may not be supporting England.
The world cup should be a fun time, so be as positive as you can about working with your employees to keep them happy. However, also make sure they know that if the rules are flouted – staff turning up late for work or failing to turn up on match days and post-match days – then disciplinary action will be taken.
Above all, be clear what your policy is when it comes to the World Cup from the off-set, so there’s not confusion and no need for any red cards to be issued.
To help employers prepare and deal with any disruption caused by the World Cup, the Federation of Small Businesses (FSB) and legal advisors Abbey Legal, have produced a guidance leaflet on how firms can avoid tournament troubles.
http://www.fsb.org.uk/News.aspx?loc=pressroom&rec=6344.
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