What to consider when “It’s Coming Home”
It’s Euros week and while the hurt of our loss to the Italians in the Euro 2020 Final has not fully healed for some, we think it’s safe to say that the nation feels somewhat hopeful for Southgate’s side this time.
Now, we’re not saying that us English have the worst reputation when it comes to football, but given that the weather should be sunny, I think it’s fair to say that the pubs and beer gardens will be brimming for the coming weeks. So, as an employer, what kind of potential issues could arise in the workplace and how can you best manage them?
A reminder of inclusivity
In the UK, 8% of the workforce consists of employees from the EU, therefore, the following advice is not limited to England's games alone; if flexibility is to be provided, it should extend to anyone wishing to support their home country.
On-Site vs. Remote Employees
With 44% of the UK workforce having adopted a hybrid working model, the flexibility of working from home has become increasingly significant, particularly as the Euro matches approach. While most matches are scheduled outside traditional working hours, some are set to kick off at 5pm. This timing could stir up some resentment among on-site employees who might envy their remote-working colleagues' ability to seamlessly switch on the television as they wrap up their workday.
To address this, companies might consider implementing staggered shifts, allowing employees to adjust their hours to be home in time for the match. Additionally, offering half-day work requests or facilitating shift swaps could ensure that all employees, regardless of their working arrangements can enjoy the games without compromising workplace harmony.
For those that may work outside of traditional working hours, consider installing screens for on-site employees to watch games during their breaks, or perhaps a radio for live commentary, if feasible.
Handling Holiday Requests
The uncertainty of how the tournament will unfold adds another layer of complexity to managing employee schedules during this period. Supporters may find themselves eagerly following their team’s progress, hoping to see them reach the final on Sunday 14th July.
Consequently, holiday requests are likely to be highly responsive to the results of each match. As teams advance, employees may seek last-minute time off to watch crucial games or even plan for extended breaks should their team make it to the final stages. Employers should anticipate a surge in late holiday requests and consider flexible policies to accommodate these spontaneous absences, ensuring that operations continue smoothly while allowing staff to support their teams.
Things to consider:
Can you accommodate late requests for short-term leave? Check your policies.
Equally, if requests have already been submitted but are unfortunately no longer needed, are you legally required to accept holiday cancellations? (The answer is no).
Managing Increased Absence Levels
Declined leave requests might lead to increased absences. It's essential to track the reasons for absence and ensure they align with your company policies.
Ensure your sickness absence policy is up-to-date and compliant with legal standards. Look for patterns in absences related to matches and ensure your procedures are clear and non-discriminatory.
Key elements to include are:
Clear communication protocols during absences.
Requirements for self-certification or fit notes.
Provisions for occupational health consultations.
Details on sickness pay and the conditions for receiving it.
Consequences for not following procedures.
Return-to-work meetings.
Positive Employee Engagement
The Euros present a fantastic opportunity to boost morale in the workplace by fostering a sense of camaraderie, excitement and togetherness.
Encouraging employees to wear their team’s football shirts can create a lively atmosphere and show support for their favourite teams.
Organising a workplace sweepstake adds an element of fun and friendly competition, if you need to comply with your own anti-gambling rules, consider a non-financial incentive for the winner.
Adjusting break times to coincide with key matches allows employees to enjoy the games without missing work.
For those unable to watch on screens, providing a radio for live commentary ensures they can stay updated.
Implementing flexible working hours on match days further supports employees in balancing their enthusiasm for football with their professional responsibilities.
These initiatives not only make the workplace more enjoyable during the tournament but also strengthen team spirit, employee engagement and boosts inclusivity.
If you require any HR support on the above points, please feel free to reach out to FACT3. We can guide you through this period, keeping you fully compliant and helping you maximise this exciting opportunity to boost workplace morale.