Employment risks during sporting events

Many employers choose to support major sporting events through small gestures that can have a positive impact on employee engagement and morale, provided business needs allow.

For example, during key fixtures where matches take place close to or during working hours, some employers may choose to offer early finishes or flexible working arrangements where operationally possible. This is the approach the Directors are taking at Pearson Solicitors for tonight's England match, with the offices closing at 4:00pm to allow employees enough time to get home before the 5:00pm kick-off.

Employers decisions

These types of decisions can help boost morale whilst demonstrating trust and appreciation for teams. The important thing is that any arrangements are communicated clearly and applied consistently.

Depending on when events take place, employers may also have to deal with lateness, reduced productivity and employees arriving at work tired after late-night fixtures.

"Major sporting events are something many employees look forward to, and employers should recognise the positive effect they can have on workplace morale," said Employment Law Solicitor, Georgina Hassall.

"However, they can also present challenges if businesses are not prepared. Planning ahead and communicating expectations clearly can help employers support staff whilst ensuring business operations continue to run effectively."

Managing employees

Our Employment Law solicitors regularly advises clients on the issues that can arise during major sporting events, including:

• managing annual leave requests fairly
• responding to lateness and unauthorised absence
• dealing with reduced productivity
• considering flexible working arrangements
• managing employees who may not be fit for work following late-night events
• ensuring policies are applied consistently to avoid discrimination risks

One of the most effective steps employers can take is to communicate expectations before major sporting events begin. Employees should be reminded of workplace policies covering attendance, conduct, sickness absence, alcohol and performance.

Where businesses are able to offer flexibility, any arrangements should be clearly communicated and applied consistently across the workforce.

How to handle employee requests

Employees may ask to adjust their working hours, swap shifts or take annual leave to watch key sporting events. Whilst employers are not obliged to agree to every request, a reasonable and consistent approach can help maintain good employee relations.

Possible arrangements might include:

• staggered start and finish times
• shift swaps between colleagues
• annual leave, subject to business needs
• temporary flexible working arrangements
• home working where appropriate

Employers should take care to avoid making decisions that could unintentionally favour one group of employees over another.

"A consistent approach is key," said Georgina. "Applying policies fairly across the workforce reduces the risk of grievances or discrimination claims and helps employees understand what is expected of them."

Managing employee issues

If productivity or attendance becomes an issue, employers should deal with concerns through their normal management processes.

Late-night sporting events may result in employees attending work tired or, in some cases, unfit for work. This is particularly important where employees drive as part of their role, operate machinery or work in safety-critical environments.

"Employers should not ignore issues simply because a major sporting event is taking place," Georgina explained. "Where there are genuine concerns about attendance, conduct or fitness for work, these should be managed in line with existing workplace policies."

Maximum temperature in the workplace

Major sporting events often coincide with periods of warmer weather, and employers should continue to consider their health and safety obligations where workplace temperatures become uncomfortable.

Although there is no maximum legal workplace temperature in the UK, employers must take reasonable steps to provide a safe working environment under the Health and Safety at Work etc. Act 1974 and ensure workplace temperatures remain reasonable in accordance with the Workplace (Health, Safety and Welfare) Regulations 1992.

Simple measures such as improving ventilation, providing drinking water, allowing additional breaks where appropriate and considering temporary adjustments to working arrangements may help reduce the impact of higher temperatures.

"With some forward planning, employers can enjoy the positive atmosphere that major sporting events bring whilst minimising disruption to the workplace," said Georgina. "Reviewing workplace policies in advance and communicating clearly with employees can help avoid many of the issues we regularly advise clients on."

How can we help?

If you are a business owner, HR manager or an employer in need of legal advice contact our employment law solicitots on 0161 785 3500 or email them at enquiries@pearsonlegal.co.uk.

Subscribe to our newsletter

Please note that the information and opinions contained in this article are not intended to be comprehensive, nor to provide legal advice. No responsibility for its accuracy or correctness is assumed by Pearson Solicitors and Financial Advisers Ltd or any of its members or employees. Professional legal advice should be obtained before taking, or refraining from taking, any action as a result of this article.