Major Sporting Tournaments at Work: How to Keep the Buzz (and Reduce Absence)
Posted on June 10, 2026
When big sporting tournaments roll around, the FIFA World Cup, Wimbledon, the ICC Women’s T20 World Cup, Men’s test cricket (to name a few!) workplaces can get a little more animated.
Handled well, major sporting events can boost morale, bring teams together, and give people something to chat about that is not deadlines or work related. But handled badly, they can also trigger a predictable set of HR headaches: increased short notice absence, late starts, “mystery illnesses”, dips in productivity, and the occasional heated rivalry that crosses a line.
This is exactly the kind of situation where a little planning prevents a lot of firefighting.
Here is how we recommend employers approach it, especially if you want to reduce absence while still keeping the workplace culture positive.
Start with clarity: you do not need a “sports policy”, but you do need expectations
You do not have to create a formal “sporting events policy”, but you do need to be clear about what is OK and what is not.
A short, practical approach works best for SMEs:
- What flexibility is available, annual leave, later starts, swapping shifts, temporary compressed hours
- What is not acceptable, unauthorised absence, persistent lateness, disruption during working hours
- How you will handle requests fairly, first come first served, rota system, manager approval rules
When expectations are clear, people are far less likely to gamble on “pulling a sickie” and hoping nobody challenges it.
Reduce absence by offering controlled flexibility (and making it easy to do the right thing)
If matches are on late, or in awkward time zones, you will often see the knock on effect the next morning: tiredness, lateness, and yes, absence. The best absence reduction tactic here is simple: give people a legitimate route to request flexibility, and they will use it.
Options that work well:
- Pre approved annual leave for key match days, with notice rules
- Later start or earlier finish swaps, with core hours protected
- Temporary compressed hours, for example longer days earlier in the week
- Shift swaps where relevant
The key is consistency and fairness. If you bend the rules for one person, you will create resentment, and that is when absence and “workplace justice” issues creep in. So always consider “if I say yes to this person, how do I justify saying no to another” and that’s not to say you can’t say no, as it may be it’s a late request that’s come in, you just want to apply fairness.
Be upfront that attendance will be monitored (it is a deterrent, not a threat)
You can be warm and firm. A simple message like:
- “We know there are some big matches coming up. If you need flexibility, speak to your manager early.”
- “We will be monitoring attendance as normal, and any unauthorised absence will be managed under our usual process.”
That is usually enough to stop the “let us chance it” behaviour, without sounding heavy handed.
Make sure you are doing return to work conversations consistently. People are far less likely to fake an illness if they know they will be asked about it, sensitively but directly, the next day.
If you allow viewing at work, set boundaries to protect productivity
If a major match falls during working hours, employees will follow it somehow, whether that is a live stream, radio, or constant score checking.
If you decide to embrace it, do it in a way that does not quietly wreck output:
- Allow viewing only during breaks, lunch, or agreed time slots
- Rotate who gets to watch if coverage is needed
- Be clear on device use, work laptops versus personal phones
- Agree expectations: “Work still needs to get done, this is a perk, not a free for all.”
- Be especially clear for those working remotely and what standards are expected; you don’t expect employees to suddenly be off camera in meetings because they are watching a match!
When boundaries are clear, you reduce the “sneaky watching” behaviour that often leads to performance issues and conflict.
Do not let banter become bullying: remind people where the line is
Sport can bring people together, but it can also amplify rivalry, cultural tension, and inappropriate comment.
To protect your culture and your legal risk, make sure:
- Bullying and harassment expectations are reinforced ahead of time
- Managers know how to step in early
- Employees know how to report concerns
- Events are inclusive, participation should be optional and welcoming
This is not about stopping the fun. It is about making sure everyone feels safe at work.
Keep celebrations inclusive and workplace appropriate, skip alcohol
It can be tempting to make alcohol part of the fun, but in a work setting it is rarely worth the risk. It can exclude employees who do not drink, create discomfort for some team members, and increase the likelihood of poor judgement, conflict, and next day absence. Instead, keep celebrations inclusive and simple:
- Themed lunches or breakfasts
- Sweepstake with small prizes
- Dress up days that are optional
- Team trivia quizzes
- “Bring a snack from your country” style sharing, with clear allergy guidance
- Lunchtime games that do not disrupt working time
You can still create a buzz without introducing something that can complicate behaviour and attendance. We’ve already seen some great examples of this with some of our clients.
Sporting events are a great opportunity to boost morale, but the best outcomes happen when employers plan ahead, communicate clearly, and manage attendance consistently.
If you want a practical checklist to reduce absence during tournament season, feel free to get in touch.
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