England’s 3-2 victory over Mexico has kept World Cup hopes alive, sending the Three Lions into the quarterfinals after an unforgettable win.

Goals from Jude Bellingham and Harry Kane secured England’s place in the last eight, where they will face Norway.

For employers, however, England’s success often brings a different challenge. As matches become increasingly significant, particularly those played across North American time zones, businesses may experience higher levels of lateness, last-minute annual leave requests and sickness absence.

What impact could the World Cup have on employers?

Major football tournaments have historically influenced workplace attendance across the UK.

When England reached the final of UEFA Euro 2020, sickness absence reportedly increased by over 230 per cent compared with the average day in July, while lateness also rose significantly.

During the 2022 World Cup in Qatar, hundreds of thousands of employees were estimated to have called in sick around key England fixtures.

With England now progressing to the quarter-finals, and potentially beyond, employers should expect enthusiasm to continue building.

Every victory means later nights for supporters and greater potential for disruption to normal working patterns.

While many employees will simply enjoy the football responsibly, others may struggle after late-night celebrations or social events surrounding England matches.

Can employees call in sick after watching the football?

Genuinely unwell employees should receive appropriate support in accordance with your sickness absence policy.

However, employers are entitled to investigate where there are reasonable concerns that sickness absence may be related to self-inflicted football antics.

Where an employee is absent because they are suffering the effects of excessive drinking rather than genuine illness, disciplinary action may be appropriate depending on the circumstances, the individual’s record and the employer’s policies.

Each case should be assessed fairly and consistently, avoiding assumptions and ensuring decisions are evidence-based.

The importance of following fair procedures

Managing suspected misuse of sickness absence requires careful consideration.

Employers should avoid making snap decisions or accusations without first establishing the facts.

Return-to-work interviews, reviewing attendance patterns and requesting appropriate medical evidence where necessary can all form part of a proper absence management process.

It’s equally important to ensure managers remain mindful of potential discrimination risks, particularly where an employee has an underlying medical condition or disability that may affect attendance.

A fair and consistent approach reduces the risk of employment tribunal claims, while helping maintain trust across the workforce.

Planning for the remainder of the tournament

England’s victory over Mexico means the excitement is far from over. Should the team continue progressing, businesses may face further disruption as supporters stay up to watch crucial knockout matches.

There are several practical steps employers can take now:

· Remind employees of your sickness absence and attendance policies.

· Encourage staff to request annual leave in advance wherever possible.

· Hold return-to-work meetings after every sickness absence.

· Monitor attendance trends fairly and consistently.

· Ensure managers understand when disciplinary action may be appropriate.

· Apply policies consistently across the workforce.

How can we help

Major sporting events, be they the football, F1, Wimbledon or perhaps something non-spot related, can create a plethora of HR challenges, particularly where attendance issues begin to affect business operations.

Our employment law specialists can help you review sickness absence procedures, update workplace policies, advise on disciplinary action and ensure your business responds lawfully if concerns arise during the remainder of the World Cup.

With England through to the quarterfinals and anticipation growing across the country, now is the ideal time to make sure your business is prepared, whatever the final score.

Get in contact with our employment law team today for expert advice on managing employee sickness during the World Cup.