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The World Cup Is On & I Have to Work?!?? Tips to Help Employers & Employees


I wrote this note a few years ago during the 2014 World Cup.  Given that the 2019 FIFA Women’s World Cup in France is already underway (and the U.S. Women’s team has their first game this afternoon), I think it is timely to post this note again with a few additional thoughts.  

We all know what time it is.  Every four years, for a couple weeks, the World Cup comes around.  With that, comes the inevitable crush of employees who now want to take time off work, whether it be vacation days or "sick" days to watch the matches.  For those employees who do come to work, many stream the matches on their computers, phones, tablets, etc. during the day.  Unsurprisingly, this leads to a decline in work production.  The question then becomes, what can be done to combat this?

Some employers take a hard nosed approach and block any websites that employees could access to watch or listen to the matches, ban the use of employee phones or tablets at work, etc.  However, I have heard of some employees that intentionally slow down their work production as a form of protest when an employer takes these actions.  For the sake of argument, I will not comment on the merits (if any) of employees taking this form of protest...but it tends to happen in some workplaces this time of the year.

The key thing is for employers to set expectations up front with employees.  Employers might be better served by reminding employees at the outset that while some leeway may be allowed, there is an expectation of consistent work output that is required to be met while the employees are at work.  A few things employers could consider doing:  
  • Remind employees that any absences will be deducted from vacation or sick days (or comp time for those employers that offer it.)  Ensure that this enforcement is consistent though.  If an employer lets one employee (or a group of employees) slide and then chooses to strictly enforce unexcused absences for others, that is inviting a lawsuit for claims of discrimination.
  • To drink or not to drink?  That is the question.  Do your employees operate heavy machinery, routinely drive during the day for work, have client meetings planned, going to be in court, etc, etc?  If so, it would be a good idea to remind employees that if they do watch a game, they are not to drink and show back up to the office intoxicated (or buzzed).  An employee who drinks while on a lunch break and then causes an accident during the workday could expose the employer to liability.  A good rule of thumb (on any given workday for that matter) is to instruct employees not to drink during the workday, even if they have clocked out or gone to watch a match at a bar, pub, etc.  An employee handbook that lays out an employer's alcohol/drinking policy during work hours would be useful in this situation.
  • Be flexible:  Employees who are watching a match or checking scores might be temporarily distracted while the match is on.  While no one wants to work in an office where a boss is constantly yelling at employees if they are looking at scores or watching a highlight of goal on their phones, a line needs to be drawn.  Setting ground rules at the outset can be helpful by reminding employees that while they are at work, they are expected to be working.  "Gently" nudging employees to get back to their work allows employers to remind employees that there are expectations for what they should be doing while actually on the clock. 
  • This year, many of the matches are on earlier in the day (since the World Cup is in France).  As a result, some employees will likely want to go to lunch (much) earlier than normal.  If you, as the employer, are willing to accommodate a different lunch schedule for a few weeks, great.  However, in doing so, ensure that staffing levels remain consistent during the workday.  The last thing a client would expect is to call into your office at 10 AM and have no one answer the phone because a majority of the office is getting an early lunch to watch a game.
  • If there is a particularly big match (such as a semi-final game or a time when the U.S. is playing), consider ordering some pizzas or sandwiches and allowing the employees to watch in the conference room.  This is a good opportunity to turn the event into a team building activity.  Having a designated time to watch could be a way of reminding employees that while they can take a break while the match is on, before and after the match, they are required to be working.  As well, allowing employees to watch the game at work would cut down on travel time before/after their lunch break and in turn maximize their productivity.
  • Allow employees to start work earlier or later or even allow them to switch shifts with other workers.  However, as with different lunch schedules, employers should be cognizant to ensure that proper staffing levels are maintained.


Now excuse me while I close my office door and watch World Cup highlights ahead of the U.S. Women’s game this afternoon.  Please do not disturb.


Special thanks to Suzanne Lucas for additional thoughts and comments on the topic:  http://www.inc.com/suzanne-lucas/the-world-cup-is-on-should-you-be-watching.html

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