In advance of
the 2015 Rugby World Cup, here are five top tips to help employers prepare for
time off demands and performance issues.
The 2015 Rugby
World Cup will take place in the UK from Friday 18 September to Saturday 31
October.
In preparation,
employers and small businesses should have agreements in place that cover any
requests for time off, sickness absence, website use during working hours and
to be fair and consistent throughout.
“The Rugby
World Cup is an exciting event for fans but staff should be prepared to avoid
getting into an unnecessary scrum as they push for time off to see a
match," says Acas head of information and guidance Stewart Gee.
“Many
businesses need to maintain a certain staffing level to run smoothly. Employers
should have early discussions with staff to tackle any potential issues ahead
of kick off. This will help to ensure that businesses remain productive whilst
keeping their staff happy too."
Here are some
top tips for employers to consider for the 2015 Rugby World Cup:
1. 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 normal 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.
2. 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.
3. 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.
4. Refer to
your policy on social media and websites
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.
5. Be fair
and consistent
Try and be fair
and consistent when making allowances during this time, and remember not
everyone is a sporting fan.
When
considering requests don’t forget 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.
