With the 2015 Rugby World Cup now underway until Saturday 31 October, employers might want to consder the following top tips if their employees are keen to be involved:
- Think ahead before approving time off- consider ways to avoid any perceived favouritism shown to those with sporting interests. Speak to employees in advance and see who is thinking of booking time off and remember employees should book annual leave in the usual way, as set out in the company holiday handbook/policy. Leave should be booked well in advance of the event, although during the games the company may, at its discretion consider late requests for time off work.
- Consider the impact of sickness absence- employers may wish to consider whether they will make special efforts to monitor sickness absence during this period, ensuring that any action is in accordance with the company's attendance policy. This could include the monitoring of high levels of sickness or late attendance due to post match hangovers.
- Have more flexibility- one possible option is to have a more flexible working day. Employees could come in a little later or finish sooner and then agree when this time can be made up. Allowing staff to listen to the radio or watch the TV may be another possible option. Employers could also allow staff to take a break during match times. Another option is to look at allowing staff to swap shifts with their manager's permission.
- Refer to your policy on social media andwebsites- there may be an increase in the use of social media such as Facebook, Twitter or websites covering the Rugby. Employers should have a clear policy on web use in the workplace that is communicated to all employees. If employers are monitoring internet usage then the law requires them to make it clear that it is happening to all employees.
- Be fair and consistent- try and be fair and consistent when making allowances during this time, and remember not everyone is a sporting fan and not all employees will support the same country! When considering requests remember any temporary changes to rules and policies should be non-discriminatory. For example, any change in hours or flexibility in working hours should be approved before the event.
To discuss staff absence or any employment matter call the employment team on 0113 320 5000 or email @email
