Workplace Q&A
1 What actions may an employer take if:
a) an employee is absent from work without authorisation because they were watching the World Cup?
Treat this as unauthorised absence under company policy. The employer may issue warnings, deduct pay for the missed time, and apply escalating discipline if the behaviour continues. Repeated or prolonged absence can justify termination.
b) an employee submits a suspicious medical certificate or other rationale to justify a work absence where the employer suspects the employee is watching or attending the World Cup?
The employer may verify the document and conduct an internal investigation. If the excuse is proven false or fraudulent, this can be treated as serious misconduct and may justify strong disciplinary action, including termination.
c) the employer suspects an employee(s) of consuming alcohol at the workplace or within a proximate time before starting work; can an employer administer breathalysers in the workplace?
Alcohol-related conduct is serious misconduct. Employers should rely on investigations, witness accounts and internal procedures rather than forced testing unless company policy clearly allows it. Disciplinary action may be taken if impairment is established.
d) the employer wishes to rearrange the work hours for all employees to accommodate the viewing of particular matches, e.g. their country’s team?
This is generally permitted. Employers may introduce flexible hours, shift changes or short breaks as long as total working hours and pay remain compliant. Many employers use this as an engagement and morale tool.
e) the employer suspects that employees are using company IT systems during work hours to watch matches (including the use of illegal streaming services) and/or to participate in gambling related to the World Cup (including illegal gambling)?
Misuse of company IT systems can be disciplined, particularly where it affects productivity, security or compliance. Employers may block sites, monitor usage within policy limits and apply sanctions, including termination in serious cases.
f) an employee potentially misconducts themselves outside of working time either at a staff-organised World Cup event or an unorganised event?
Employers may take action where the conduct involves colleagues, impacts the company’s reputation, or breaches workplace conduct standards. Purely private conduct is harder to regulate unless it affects the business.
2 If a country declares a national holiday on the day the country’s team plays (or later for a celebration), are employees who work on those days entitled to overtime pay or time off in lieu etc?
If the government declares a public holiday, employees are entitled to paid time off. If employees are required to work that day, they should receive overtime pay or time off in lieu in line with company practice.
3 Is it lawful for a company’s employees to conduct office pools at the workplace? Would there be any restrictions on the amount of money to enter or the amount of compensation awarded?
Money-based betting or pools are not permitted and should be prohibited. Employers should clearly communicate this in workplace policies and take disciplinary action if such activities occur.
4 May employers prohibit public displays of rival country team colours in the workplace?
Yes, employers may enforce dress codes and workplace professionalism standards, provided the rules are applied consistently and reasonably.
5 Could an employer be subject to a discrimination claim if accommodations are given in respect of watching games played by one gender but not the other, or for watching certain nations’ games (e.g. home nation) but not others?
There is potential risk if flexibility is offered for some matches, countries or genders but not others without a clear business reason. Best practice is to apply any accommodations consistently across the workforce.
6 Any other advice you would give to employers in your jurisdiction ahead of the World Cup?
• Remind employees of attendance, conduct and IT policies.
• Set clear expectations on streaming, betting and time off.
• Consider flexible scheduling where operationally possible.
• Apply rules consistently.
• Document disciplinary steps.
A balanced approach combining flexibility with clear boundaries usually delivers the best commercial outcome.