Why the World Cup is a test of workplace culture, not just attendance 

As England prepares for its 1am World Cup clash against Mexico, many employers will already be anticipating another Monday morning challenge: higher-than-usual absenteeism. 

Every major international tournament brings familiar headlines, warning of employees “pulling a sickie” to recover from late-night matches. Employment lawyers are equally quick to remind businesses that sporting enthusiasm is not a legitimate reason to miss work. 

Jeremy Berg, Employment Partner at Spencer West LLP, says employers are right to be cautious. “Employers are no doubt nervous about Monday morning’s 1am clash against Mexico, but likely also nervous of Monday’s inevitable staff absenteeism following it. 

While the spirit of the game is infectious, it’s vital to remember that ‘World Cup fever’ is not a recognised reason for leave.” 

Legally, the position is relatively straightforward. Annual leave remains subject to employer approval, while falsely claiming illness could carry serious consequences. 

As Berg explains: “Attempting to ‘pull a sickie’ is a high-risk strategy; if discovered, perhaps celebrating a last-minute winner, it can even be classified as gross misconduct, potentially leading to summary dismissal.” 

Yet perhaps this year’s tournament raises a bigger question. If organisations genuinely believe in flexible working, employee wellbeing and creating adult-to-adult relationships built on trust, should they be planning for these moments, rather than policing them? 

The modern workplace has changed dramatically over the past five years. Flexible hours, hybrid working, compressed weeks and wellbeing days have become part of the employment landscape. Many organisations now recognise that performance is measured by outcomes rather than simply hours spent behind a desk. 

Against that backdrop, allowing employees to start later, swap shifts, work flexibly or even use a wellbeing or duvet day following a significant national sporting occasion may not simply be an act of goodwill. It could reinforce the very culture many employers say they want to create. 

After all, wellbeing is not just about mental health support, gym memberships or employee assistance programmes. It is also about recognising that employees have lives, passions and experiences outside work. 

Sport has a unique ability to bring people together. Shared national moments can boost morale, strengthen social connection and create conversations that extend well beyond the final whistle. Rather than viewing the World Cup purely as an attendance risk, organisations could see it as another opportunity to demonstrate trust and flexibility. 

That does not mean abandoning workplace policies or accepting unauthorised absence. Instead, it means encouraging open conversations before problems arise. 

As Berg advises: “Employees should take the time to understand their company’s specific policy on annual leave and flexible working and discuss potential shift swaps or temporary flexible working arrangements with your manager well in advance. 

Most of all, be transparent. Honesty about your desire to watch specific matches is often more professionally received than a dubious last-minute illness.” 

For employers, the lesson may be equally important. 

Rather than waiting until Monday morning to manage unexpected absence, organisations could proactively communicate expectations while offering practical flexibility where operationally possible. Whether that’s adjusted start times, shift swaps, remote working or encouraging employees to book annual leave in advance, a little planning can often avoid unnecessary conflict. 

Ultimately, this is less about football and more about workplace culture. 

The employers that successfully balance operational needs with flexibility are likely to strengthen trust rather than undermine it. Those that rely solely on rigid rules may find they win the attendance battle but lose something far more valuable: employee goodwill. 

As Berg concludes: “Remember, while the tournament runs until July 19, your career trajectory can last much longer. Approach your leave requests with the same strategy and preparation as Thomas Tuchel might prepare for the final (hopefully). Enjoy the beautiful game but ensure that your employment remains on the winning side.” 

For workplace wellbeing leaders, perhaps the bigger victory would be creating cultures where employees never feel the need to “pull a sickie” in the first place