Written by Cathy McCosker | 11th June 2026
As the 2026 World Cup kicks off today, you may already be thinking about how to manage requests for time off, flexible working and the inevitable workplace buzz around England’s matches.
This year’s tournament runs from Thursday June 11 to Sunday July 19 across Canada, Mexico and the USA, which means UK kick-off times will vary – from early evening to late at night or in the early hours of the morning.
Some employees may wish to take annual leave to watch England, support another national team, or follow other major sporting events this summer, including Wimbledon, which takes place from June 29 to July 12.
Clear expectations, consistent decision-making and being flexible can help prevent issues around holiday requests, sickness absence, lateness and conduct at work.
Here are five practical things you should consider as the World Cup begins:
1. Holiday requests
Major sports events often lead to more annual leave requests, and the World Cup is likely to be no exception. While England’s group-stage games are expected to kick off at around 9pm UK time, later rounds could still have an impact on working patterns, travel plans, social events and the morning after a late finish. Some employees may also want time off to support other national teams, or to enjoy Wimbledon and other summer sporting events.
The best approach is to use your usual annual leave process and apply it fairly. A “first come, first served” system can work well, as long as you still have the cover your business needs. If you cannot approve every request, explain the reason clearly and look at whether alternatives could work (see next point). Showing flexibility where you can help employees feel trusted and valued, and that goodwill can often lead to better engagement, morale and productivity.
2. Flexible hours
As we mentioned, the tournament is being hosted across the USA, Canada and Mexico so UK match times will often not be in the middle of the work day. Some employees may not need a full day off to watch a match, but they may appreciate a little flexibility, such as starting later after a late kick-off, finishing earlier for pre-match plans, taking a longer break or making up the time elsewhere in the week.
Offering temporary flexibility can support morale while keeping work on track. For example, you might agree adjusted start and finish times, allow employees to take time back later, approve shift swaps, or be flexible around breaks where the role allows. Whatever approach you take, make sure it is agreed in advance, recorded where needed and applied consistently. Clear communication helps employees understand what is available, reduces the risk of resentment and supports a fair, consistent approach.
3. Access to sporting events at work
Where possible, allowing staff to follow matches at work can be a practical option, if you can’t offer annual leave. You might bring in a TV for employees in the office, agree short breaks for updates, allow streaming or let employees check scores on their phones.
If you usually restrict streaming, social media or personal internet use, decide in advance whether any temporary relaxation will apply. Be clear about what is acceptable, when it is acceptable and what remains off limits. You should also check whether you need any TV or broadcast licence permissions before showing matches in the workplace.
Making an occasion of matches can help bring people together, particularly in hybrid teams. A shared screening, themed lunch or sweepstake is great fun as long as participation is optional and the atmosphere stays inclusive and respectful.
Remember that your employees may support different teams, follow different sports or have no interest in sport at all. Managers should set expectations around respectful behaviour and make sure any workplace activities do not exclude or disadvantage anyone.
4. Suspicious sick days
Late-night and early-morning kick-offs may lead to concerns about lateness or “sickness”. If someone is off sick after a match, it can be tempting to assume the absence is not genuine, but jumping to conclusions is risky and can damage trust.
Believe the sickness absence is genuine unless you have evidence to suggest otherwise. Your normal absence reporting and attendance procedures should continue to apply throughout the tournament.
Return to Work meetings after every unplanned absence can help you understand what happened, offer support and identify any patterns. If there are repeated absences, late arrivals or you have concerns about conduct, deal with them under your usual policies and keep records of the steps taken.
If you do have clear evidence that an employee was not genuinely unfit for work, disciplinary action may be appropriate. We recommend taking advice from an HR expert before starting any formal process.
It is also worth reminding employees of your rules around alcohol and being fit for work. Some matches may involve evening or overnight social plans, but employees must not attend work under the influence of alcohol or drugs, and any breach of policy should be handled in line with your disciplinary procedure.
5. What about people who aren’t sports fans?
Not everyone will be swept up in World Cup fever. Some employees may prefer tennis, cricket, athletics, another national team, or no sport at all. If you are especially accommodating for football fans, think carefully about how you will show the same fairness to colleagues with different interests.
The key with these types of events is to plan ahead, communicate clearly and apply your rules consistently. With robust processes and policies in place, your employees can enjoy the tournament while your business continues to run smoothly.
If you would like help preparing a short World Cup workplace agreement, updating your absence policy or managing holiday requests fairly, we can help. Please call us on 01256 328 428 or email info@realityhr.co.uk
About the author: Cathy McCosker, HR Consultant