The FIFA World Cup 2026 kicks off in just under seven weeks. It may not appeal to everyone, but this global sporting occasion is likely to excite large portions of the UK workforce, with many participating in football-related events. Despite this excitement, though, such occasions can pose a variety of challenges for employers, especially those who are unprepared.
Below is a curated list of considerations for organisations ahead of the World Cup’s commencement. We examine why such events can be challenging for employers, and the steps they can take to overcome them.
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The FIFA World Cup 2026
On 11 June, the FIFA World Cup 2026 begins with co-hosts Mexico taking on South Africa in Mexico City. 48 nations will compete in the tournament co-hosted by the US, Mexico, and Canada to win the famous trophy, making it the largest-ever World Cup; previously, only 32 took part. And with both England and Scotland qualifying for it, there will be significant interest across the UK.
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In years gone by, tournament watchers may have gathered with friends or gone to the pub to watch the games. However, due to the North American time difference, those in Europe will face kick-off times in the late evenings and early mornings. This, among other things, presents challenges employers must be aware of and prepared for.
Workplace World Cup Considerations
With the FIFA World Cup 2026 taking place across North America, those in the UK will face kick-off times from late evening through to the early hours. Examples include Haiti vs Scotland on Sunday, 14 June, beginning at 2 am and Panama vs England on Saturday, 27 June, starting at 10 pm (UK times).
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Some viewers may choose to record the games and watch them the following day, while others may opt to skip the group stages entirely, only focusing on games kicking off earlier in the evening. However, with it being the World Cup, there’s a strong possibility that many will stay up late to watch the games live, particularly games involving their own nations.
Understandably, this can present challenges.
Sleep Deprivation
Firstly, workers who decide to watch the games live are likely to miss out on sleep. A lack of sleep can impact productivity and make colleagues more prone to irritable outbursts. These consequences may then be intensified if workers consumed alcohol during the game and are experiencing the aftereffects.
However, further issues can arise.
Discrimination at Work and More
World Cup games are often highly emotionally fuelled. When results don’t go a particular nation’s way, or workplace banter oversteps, discrimination at work could follow. Notably, regardless of whether an employer is involved, if it doesn’t take appropriate steps to prevent or address such conduct, it could be held vicariously liable and face repercussions. Among other things, this may include orders to pay compensation or reputational damage.
Importantly, it mustn’t be forgotten that England and Scotland aren’t the only nations competing in the competition. The UK has a highly diverse workforce, and individuals with affiliations to other nations will want to watch their own team’s games as much as anyone else. Only making allowances for people who support UK nations could, again, result in discrimination.
Then there is the risk of negatively impacting staff morale. Some will likely work during World Cup games. Handled incorrectly, and the workforce may resent leadership decisions or watch the games covertly; either way, this could lead to productivity declines. However, if this is handled well, the working environment can remain positive while business operations continue uninterrupted.
Employer Best Practices to Stay Ahead During the FIFA World Cup 2026
Combatting Discrimination
To mitigate the established risks of the FIFA World Cup 2026, employers must be prepared. One of the most significant risks associated with the tournament is the possibility of discrimination. Discrimination at work could arise if rivalries become heated or racial slurs follow poor results, but it may also occur if the entire workforce doesn’t receive the same treatment. For example, if staff are allowed time off to enjoy games involving UK nations, this may cause issues, especially when there are games involving the nations of other colleagues.
When employers fail to comply with their legal obligations to prevent and address workplace discrimination, they may face legal and non-legal consequences. Claims could be taken to the employment tribunal, resulting in orders to pay compensation, and any resulting reputational damage could impact workplace productivity or the ability to attract and retain talent.
To ensure this doesn’t happen, employers must:
- Create and enforce anti-discrimination policies, outlining expected behaviours and the consequences for perpetrators
- Train managers and senior leadership on how to set the example, as well as identify and address instances of discrimination
- Establish clear, confidential and supportive reporting channels to allow victims of misconduct to come forward confidently
By taking such steps, employers can avoid the repercussions of non-compliance and protect the working environment from behaviour which may negatively impact it.
Protecting Workforce Productivity
Another significant element to navigate is staff morale. Those interested in the FIFA World Cup 2026 will likely want to watch it; it only happens once every four years, after all. But if a workplace is rigid in its ways, either preventing people from watching the tournament during working hours or forcing them into work after staying up late, said morale will likely decline, as will their productivity.
To overcome this, it may be wise to offer flexible working arrangements, even if it’s only temporary. Flexible working has been found to enhance both morale and productivity more broadly. Consequently, by providing greater flexibility during the sporting occasion, organisations can demonstrate goodwill, which can go a long way towards creating a desirable working environment.
Understandably, not all workplaces will be able to offer such flexibility. Clearly communicating the reasons why and offering alternative allowances where possible, though, can still have the intended effect.
Examples of how employers can be more flexible include:
- Offering earlier finish times to provide employees with ample time to be ready before kick-offs
- Allowing workers to start later, helping them overcome late nights
- Screening the games at work, ensuring those working during the tournament don’t miss out (provided the appropriate TV licences are in place)
Ultimately, how employers handle the workplace during the FIFA World Cup 2026 will be up to them. That said, considering and preparing for the above risks will help ensure they avoid potential costly repercussions.
The FIFA World Cup 2026: Our Final Thoughts
For sporting enthusiasts nationwide, the upcoming World Cup is exciting. Is it “coming home?” Will Scotland overcome the odds? Or will another nation write its name into history? Regardless of one’s support, everyone will be hoping their nation comes out on top.
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Yet, while this is an exciting time, it’s also one employers must be prepared for. Discrimination and staff morale are among the risks which must be considered to avoid any potential negative consequences. Failure to act could result in significant reputational damage and legal orders to pay compensation. But prepare well, and it could be a period where the working environment is at a high.
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