England kick off their football women's World Cup bid in Australia and New Zealand on 22 July.
Their second group game is at 9.30am on a Friday, with the final group game at midday on a Tuesday and potential knock-out games also falling during normal office hours in the UK.
When England lost their World Cup semi-final to the USA in 2019, that match was watched by an audience of 11.7 million. Following the Lionesses success at the Euros last year, interest in the Women’s World Cup is likely to be at an unprecedented level, but are employers as prepared as they would be for a men’s World Cup?
With increased interest in the women’s game, many more employees working from home than was the case at previous World Cups and a large number of daytime kick offs, employers need to consider their approach.
Will they allow employees to work flexibly and make up hours spent watching the matches? How will they deal with increased requests to work from home on match days? The key will be good communication with the workforce and a consistent approach, so that all parties are clear. Employers should remember that any flexibility offered to supporters of England, should also be extended to supporters of other countries.
If you have any queries on this employment article, please get in touch with Matt McBride.
The content of this page is a summary of the law in force at the date of publication and is not exhaustive, nor does it contain definitive advice. Specialist legal advice should be sought in relation to any queries that may arise.
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