Celebrating the World Cup Inclusively at Work: Employment Law Considerations for Employers

Celebrating the World Cup inclusively at work can boost morale and team spirit - but employers should also be prepared for the workplace challenges major sporting events can bring.

The 2026 FIFA World Cup began on 11 June 2026 and, for the first time, is being jointly hosted by Canada, the USA and Mexico. With many matches taking place late in the evening UK time, employers may face a range of practical and employment law issues during the tournament.

For HR Directors and business owners, planning ahead by engaging an experienced employment law solicitor can help businesses enjoy the excitement of the World Cup while reducing the risk of disputes, absence issues and inappropriate workplace behaviour.

Why employers should prepare for the World Cup

Major sporting tournaments often create a positive buzz at work. Watching matches together, discussing results and supporting national teams can help build relationships across teams.

However, international tournaments can also lead to:

• Increased lateness and absence
• Fatigue caused by late-night matches
• Alcohol-related issues
• Inappropriate “banter” or discriminatory comments
• Disputes linked to national identity or politics
• Complaints about unfair treatment regarding annual leave requests

Having clear expectations in place before the tournament starts can help avoid problems escalating.

Managing workplace behaviour during the World Cup

The World Cup naturally creates strong opinions and emotional reactions. While friendly discussion can improve workplace culture, employers should remain aware that “banter” can sometimes cross the line.

Comments linked to nationality, race or ethnicity, religion or cultural stereotypes could potentially amount to bullying, harassment or discrimination under the Equality Act 2010. We've written more about discrimination and protected characteristics at work in our article about women's rights in the workplace.

This is particularly relevant in diverse workplaces where employees may support different national teams or have strong personal or political views connected to participating countries.

Employers should remind staff that:

• Respectful behaviour is expected at all times
• Offensive jokes or discriminatory comments are not acceptable
• Existing dignity at work and anti-harassment policies still apply during sporting events

A short reminder email before the tournament begins can often be enough to reinforce expectations.

Another aspect of employers’ obligations at times like the World Cup is to remember the general duty of care to employees, which includes looking out for signs of domestic abuse and keep records where an employee reports domestic abuse. It is well known that incidents of domestic abuse increase during major sporting events, so it is worth employers reminding themselves of their policies around domestic abuse.

Flags, football shirts and inclusive celebrations at work

Many businesses choose to decorate workplaces or allow football shirts during tournaments. While this can create a fun atmosphere, employers should think carefully about consistency and inclusivity.

Potential issues can arise where:

• One nation’s flags or decorations are permitted but others are discouraged
• Employees feel excluded from activities centred around football
• Political symbols or controversial messaging appear in the workplace

A balanced approach is usually best. Any celebrations should be inclusive for all and non-football fans shouldn’t feel excluded from workplace activities.

Late-night matches and employee lateness

Because the 2026 World Cup is being held across North America, many fixtures will be shown late at night in the UK.

This may increase the likelihood of:

• Employees arriving late
• Reduced productivity
• Fatigue-related mistakes
• Last-minute sickness absence following major matches

While employers may want to show some flexibility, consistency remains important.

Businesses should clearly communicate:

• Expected working hours
• Reporting procedures for absence
• Whether flexible working arrangements will be considered during the tournament

Some employers may choose to offer:

• Temporary flexible start times
• Shift swaps
• Annual leave opportunities
• Hybrid working arrangements where suitable

Planning ahead can help reduce disruption while maintaining fairness across the workforce.

Alcohol and work-related risks during the World Cup

Late-night matches and social events may also lead to increased alcohol consumption before work.

This can create serious issues in workplaces that involve driving, operating machinery, safety-critical tasks and customer facing roles.

Employers still have health and safety obligations regardless of sporting events.

If concerns arise, managers should deal with them consistently and in line with existing disciplinary, alcohol or substance misuse policies.

It is also important to avoid making assumptions. Employers should investigate concerns fairly and avoid knee-jerk disciplinary action without evidence.

We've shared practical guidance on managing conduct and risk at staff gatherings in our article on safeguarding employees at workplace social events, such as Christmas parties.

Handling annual leave fairly during the tournament

Popular fixtures - particularly involving home nations - can lead to a spike in annual leave requests

Problems often occur where:

• Multiple employees request the same dates
• Requests are handled inconsistently
• Staff perceive favouritism

Employers should:

• Apply annual leave policies consistently
• Communicate decisions clearly
• Consider first-come-first-served systems where appropriate

Some businesses also introduce temporary rules around peak-demand match days to ensure operational cover.

Creating an inclusive and positive workplace atmosphere

Handled well, the World Cup can be an opportunity to strengthen workplace culture and employee engagement.

Simple, inclusive ideas may include:

• Optional sweepstakes
• Shared lunches or themed food days
• Flexible break times for key matches
• Team-building activities that include non-football fans

The key is balance. Employers should create an enjoyable environment without allowing standards of conduct or operational needs to slip.

A practical approach for employers

The most effective approach is usually proactive rather than reactive.

Before the tournament starts on 11 June, employers may wish to:

• Review workplace conduct policies
• Remind staff about expected behaviour
• Prepare managers to deal with issues consistently
• Consider whether temporary flexibility could support morale and productivity

A little preparation now can help businesses avoid unnecessary disruption later.

Need advice on managing workplace issues during major sporting events?

If your business is dealing with absence concerns, workplace disputes or policy questions linked to the World Cup, speaking to an employment solicitor can help you manage risks confidently and fairly. We've written more about the wider reforms employers should be getting ready for in our article on the key employment law changes from April 2026.

FAQs

Can employers refuse annual leave during the World Cup?

Yes. Employers can refuse annual leave requests provided they do so fairly, consistently and in line with workplace policies.

Can football banter amount to harassment?

Potentially, yes. Comments linked to race, nationality, religion or other protected characteristics could lead to harassment complaints.

Can employers discipline staff for being late after a match?

Yes, employers can address lateness or absence using normal disciplinary procedures, provided policies are applied consistently.

Are employers allowed to ban flags or football shirts?

Generally, yes. Employers can set dress code and workplace decoration rules, particularly where there are concerns about professionalism, inclusivity or conflict.

Disclaimer: The content of this website blog is for general awareness and insight. This is not legal or professional advice and readers should not act upon the information provided, they should seek professional advice based on their own particular circumstances. The law may have changed since this article was published.