How to make sure you don’t get a red card while watching the World Cup at work

With the men’s FIFA World Cup fast approaching, excitement is building across the UK as fans prepare to cheer on England in their bid for glory. Supporters will be eager to watch every moment as the tournament unfolds, with hopes high of a deep run on the world stage.

However, due to time differences between the host country and the UK, some matches may be played during working hours, especially if people work into early evenings and throughout the night. So, for fans keen to follow the World Cup while at work, what options do they have?

Simon Roberts at ARAG Law explains what employees and employers need to know...

If you’re an employee…

Am I allowed to watch the World Cup during working hours?

Whether you can watch matches during working hours will depend on your employer’s policy and whether permission has been granted, particularly if you’re using a company device.

Can I challenge my employer’s decision not to let us watch matches at work?

There is no legal right to watch sporting events during working time. If your employer decides not to allow it, there is limited scope to challenge this from a legal perspective.

However, you could have a discussion with your employer to explore options, such as agreed viewing breaks or a communal screen in the workplace. If you feel the decision is unreasonable, you may raise a formal grievance.

What happens if I call in sick to watch a match and I’m found out?

Falsely calling in sick to watch a World Cup match could lead to disciplinary action. This may be treated as a breach of trust and confidence and could amount to gross misconduct. Depending on your employer’s policy and the circumstances, this could result in a warning or, in serious cases, dismissal.

Am I entitled to flexible working to watch matches?

All employees have the right to request flexible working.. However, this is typically a permanent change to working arrangements rather than a short-term adjustment for specific matches. Employers can refuse requests where there is a valid business reason, and only two statutory requests can be made in any 12 month period.

We’re planning a World Cup viewing event – what are the rules around alcohol?

Most employers have policies governing alcohol consumption in the workplace. While some may relax these rules for special occasions, such as major sporting events, any decision rests with the employer.

If alcohol is provided or sold, employers must comply with relevant laws such as the Licensing Act 2003. Employers also retain a duty of care to employees, including managing risks associated with alcohol consumption.

Employees who behave inappropriately or breach company policies may face disciplinary action. Employers should, however, consider any mitigating circumstances, such as the role alcohol may have played, when deciding on outcomes.

If you’re an employer…

Can I introduce flexible working on a temporary basis during the World Cup?

Employers cannot unilaterally change employees’ working hours without their consent, as this may breach contract terms. However, you can discuss temporary
Arrangements, such as adjusted hours or extended breaks, if mutually agreed.

What if employees call in sick during key matches?

It’s important not to make assumptions if employees report sickness during match times. Absences should be handled in line with standard procedures. If it later becomes clear that the absence was not genuine, disciplinary action may be appropriate. Offering flexibility in advance may help reduce the risk of increased absenteeism.

How should I handle last-minute requests for time off?

Employers are not obliged to approve last-minute leave requests, particularly if a notice policy is in place. However, where possible, a pragmatic and consistent approach, balancing business needs with employee morale can help maintain engagement during the tournament.