As the FIFA World Cup 2026 prepares to kick off, business leaders have been offered expert advice on how to manage the workplace impact of the tournament.
HR specialists at Citation are urging UK employers to get ahead of the challenges now — before late nights, last-minute leave requests, and post-match hangovers start causing real disruption.
With an expanded 48-team format making this the biggest World Cup in history, the tournament is expected to dominate the national conversation for six weeks.
But unlike tournaments held closer to home, this year’s competition presents a different kind of challenge.
With matches spread across stadiums in the United States, Canada, and Mexico, some fixtures won’t kick off for UK viewers until 2am or 3am — meaning dedicated fans could be watching the final whistle as some of their colleagues are getting up for work.
That means the disruption won’t show up in employees slipping out to watch a lunchtime game, but rather the next morning in the form of late arrivals, last-minute sick days, and staff who are present in body but not much else.
If one of the home nations progresses deep into the 48-team competition, that pattern could repeat itself across weeks, not just days.
For smaller businesses, even a handful of unplanned absences or a dip in productivity can have a tangible impact on operations.
Unlike large corporates with dedicated HR departments, SMEs often have little room to absorb disruption so early preparation is essential.
From having a plan for unforeseen sickness absence to keeping workplace banter the right side of the line, experts say the businesses that will come through the tournament unscathed are the ones making those decisions now — not in the heat of the moment.
Gill McAteer, Director of Employment Law at Citation, commented: “Major sporting events have a habit of catching businesses off guard.
“The sun comes out, the national mood lifts, and suddenly the usual rules can feel a little harder to enforce.
“The World Cup in particular has a unique ability to blur the line between personal and professional life. While that energy can be harnessed positively, it can just as easily lead to avoidable HR headaches.
“So, we’re advising businesses to get ahead of it now — review your policies, brief your managers, and set clear expectations before kick-off. The employers who lay the groundwork now are the ones who’ll be able to enjoy the tournament too.”
Expect the unexpected when it comes to annual leave
Because most kick-offs fall outside standard UK working hours, employers may not face the usual surge in requests to watch games live. The real pressure will come the morning after — with staff asking for late starts, calling in sick, or simply turning up unfit to work.
Employers are advised to familiarise themselves with the fixture list, set clear expectations, and think carefully about how they will handle a rush of short-notice requests as England, Scotland, and other nations progress through the tournament. Crucially, decisions on leave approvals must remain consistent and free from unconscious bias.
Have a plan regarding sickness absence
Sickness absence is flagged as a key risk area, both from employees calling in sick when leave is declined, and from the effects of late nights and alcohol. Employers are encouraged to ensure their sickness absence policies are clearly communicated and that managers are equipped to handle contentious cases fairly and consistently.
Where possible, offering temporary flexibility such as adjusted start times or time in lieu could reduce the risk of absence altogether.
Don’t forget health & safety
For businesses in hospitality and retail, the tournament may unfortunately bring an increased risk of customer aggression around match days. Employers are advised to avoid lone working arrangements wherever possible and ensure staff have received de-escalation training and know how to report incidents. Third party violence and aggression should also be factored into risk assessments where it’s likely to occur. Organisations need to have control measures in place to help manage this particular risk.
The risk of alcohol and drug use affecting workplace safety is also worth reiterating — particularly in roles involving driving, operating machinery, or working at height. Employers should ensure drug and alcohol policies are current and backed up by appropriate supervision as well as testing procedures where necessary.
Keep it fair — and keep it positive
While the World Cup presents operational challenges, employers should think carefully before taking an unnecessarily hard line. A heavy-handed approach risks damaging employee engagement and creating more problems than it solves. Simple initiatives like introducing a workplace sweepstake or arranging a friendly inter-department competition can help bring the whole workforce along, including those with little interest in football.
Employers are also reminded to keep an eye on workplace ‘banter’. What begins as light-hearted chat can quickly cross into harassment or race discrimination, and managers should be trained to recognise and address that.
One immediate action point for Scottish employers: the Scottish Government has already confirmed a bank holiday on Monday 15 June to coincide with Scotland’s opening match.