Euros 2024: Is it coming home?

And if so, will employees be at work the next day?

England football has had recent success in the Euros with the Lionesses bringing home the trophy in 2022. However, the men’s team now have the opportunity to win their first major tournament final since the 1966 World Cup, with the Euros final on Sunday versus Spain being the first time the team have reached a major tournament final on foreign soil.

Given the significance of this match, employers may afford some leniency to employees, particularly as the match kicks off at 8pm on a Sunday evening, perhaps providing for a later start on the Monday for employees, or even offering a day off if England win! This may avoid potential scenarios of employees driving to work whilst still feeling the effects of the night before, which could have significant legal and health and safety consequences, and may cut down fixed costs of opening a business on a day where employees may be unlikely to be as productive as they would normally be. It could also go some way to boost employee morale, as a genuine act of goodwill to employees following a potentially significant event in England’s sporting history.

Some employers may, due to the nature of their business, not be able to provide flexibility for workers and employees during or following the highly anticipated match and such employers may be conscious that for those employees working on weekends, there could be a drop in employee productivity whilst they watch the match. Employers may therefore wish to issue some guidance before the weekend as to expectations of these employees, including whether they will be entitled to watch the match during work time and, if so, whether they will be required to make up the time at a later date. Employers may also wish to remind employees of appropriate internet use during work hours using Company equipment, for example, the use of streaming sites.

Other employers may be conscious of employee productivity the day after the match, win or lose! As above, potentially offering a later start to employees may be beneficial to employee morale and in turn may make the remainder of the day more productive. If this is not to be offered, employers may deem it appropriate to send an organisation-wide email to all employees reminding them of the expectations for the Monday. This may include reference to any internal policies governing the appropriate use of sick leave and the consequences of unauthorised leave, pre-empting any scenarios where individuals falsely call in sick or arrive later than required. In such circumstances, employees may be breaching the implied term of mutual trust and confidence in their contracts of employment and employers may be entitled to bring disciplinary action as a result.

If you have any concerns arising out of employees’ actions in advance of or following Sunday’s match, or otherwise, Rollits’ dedicated employment team are well placed to assist.

However, for now ... Good Luck England!