- Under the Working Time Regulations 1998, employees have the right to take up to four weeks paid holiday. Employees may also be entitled to additional holiday - under their contract of employment. The contract may also set out the way in which holiday is taken.
- Employers have the right to refuse an employee's request for holiday provided they follow the statutory counter-notice procedure.
- If employees are off sick, providing they comply with the relevant notification requirements, they will be entitled to Statutory Sick Pay (providing that the employee has been off sick for at least four days) and additional contractual sick pay set out in their employment contract/staff manual.
- If an employee is off sick, they may "self-certificate" for up to 7 days (in other words they are not obliged to supply their employer with a doctor's certificate until the eighth day of their absence due to illness).
- Any disciplinary procedures applicable to employees.
- Remind employees that as the World Cup is not far away any requests for holiday during the tournament should be made as soon as possible. If applicable, you should make clear the basis upon which requests will be granted, e.g. in accordance with the normal holiday procedure, or first come first served.
- Make sure that you know when matches, especially popular ones, are being played. For more information go to: www.thefa.com/worldcup or www.fifaworldcup.com
- Be firm but flexible - perhaps tell employees that you are happy for them to work "flexible hours" (i.e. starting earlier or later than normal) to enable them to watch their home country's matches and certain other key matches but that any "working" time which is taken up in doing so should be made up that day/week. You should also make it clear that any unauthorised absence or inability to work because of excess alcohol will, as usual, not be tolerated and, if appropriate, will be dealt with under the usual disciplinary procedures.
- Consider screening popular matches (e.g. those involving England) at the work place - this should minimise disruption and avoid employees being attracted to the nearest "big screen" pub.
- For those games kicking off at 12.30BST, suggest that employees may take a "long lunch" (with working time being made up as appropriate), although remind them that soft drinks will be a more appropriate form of refreshment and/or remind them of any policy dealing with the consumption of alcohol during working hours.
- When games are over employees are still likely to be distracted and so you may consider a short "cooling off" period to allow employees to wind down and discuss the game.
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