With the World Cup kicking off on 11 June, employers and their advisers should be ready for a rise in annual leave requests, last-minute absences, lateness and sickness during the tournament.
While many employees will be planning time off around key matches, sickness absence and lateness may be the bigger concerns for employers — particularly given the time difference between the UK and host countries in the US, Canada and Mexico.
BrightHR forecasts that at least 3.6 million sick days could be taken during the tournament, with sick pay costs estimated at around £94 million for employers. This may come as a shock to some businesses, especially following recent changes to statutory sick pay.
From 6 April 2026, statutory sick pay is payable from day one of sickness absence, with the previous three waiting days removed. This means short-term sickness absence may now have a more immediate cost for employers, making accurate payroll records and clear absence procedures even more important.
Lateness may also increase during the tournament. Many England and Scotland matches are scheduled for late evening or overnight kick-offs during the group stages, meaning the morning after key games could be a particular danger zone for businesses.
In Scotland, Monday 15 June 2026 has been confirmed as a special World Cup bank holiday to mark Scotland’s first appearance at the men’s World Cup since 1998. Scotland’s opening match against Haiti kicks off at 2am UK time on Sunday 14 June, so employers with Scottish staff or clients should be aware of the likely impact.
Alan Price, CEO at BrightHR, said that, given the time difference, the day after matches will be the key risk period for sickness and lateness. Late-night viewing, pubs, fan zones and extended celebrations could all contribute to absence issues.
Have a Game Plan
The World Cup should be enjoyable. It can also be a good opportunity to bring colleagues together, boost morale and create a sense of camaraderie in the workplace.
A little flexibility from employers can go a long way. For example, some businesses may allow flexible start times, shift swaps, annual leave around key matches or limited viewing during breaks.
However, employers should make sure any flexibility is applied fairly. Treating some staff more favourably than others could lead to complaints or accusations of unfair treatment.
Before the tournament begins, employers should consider:
- reminding staff of the process for requesting annual leave;
- making clear how sickness absence and lateness will be managed;
- applying absence policies consistently;
- keeping accurate records from the first day of absence;
- checking that payroll systems reflect the latest SSP rules;
- encouraging managers to deal with absence issues fairly and promptly.
The best approach is to plan ahead, communicate clearly and apply policies consistently. That way, employers can enjoy the tournament spirit while reducing the risk of workplace disruption.
Good luck to England, Scotland — and whichever team you support.
Our thanks to Sara White, Editor, Business & Accountancy Daily.
