Major sporting events often have a way of finding their way into the workplace. 

The FIFA World Cup is no exception. With the 2026 tournament taking place across the United States, Canada and Mexico, millions of people will be following the action, discussing results and, in many cases, adjusting their daily routines around fixtures. 

For employers, this can bring a mixture of opportunities and challenges. The World Cup can boost morale, spark conversations and create a sense of connection across teams. However, because many matches will take place late in the evening or during the early hours of the morning UK time, the impact on businesses may look a little different to previous tournaments. 

Rather than employees wanting time away from work to watch matches, employers may find themselves managing annual leave requests, later start requests and increased flexibility needs from people looking to recover after a late night following their team. 

The good news is that most of these challenges are entirely manageable with a little planning. 

This World Cup workplace guide for employers explores some of the key considerations ahead of the tournament and how businesses can support their people while maintaining business performance. 

Why employers should prepare for the World Cup 

The impact of the World Cup on your business will depend on your type of business, working patterns and the level of interest among employees. 

Some organisations may see very little disruption. Others could experience a noticeable increase in holiday requests, flexible working discussions or knock-on fatigue (or hangovers!). 

Unlike previous tournaments hosted in more convenient time zones, many of the most anticipated matches will fall outside normal UK waking hours. As a result, employers may find that requests are less about watching games live and more about managing tiredness and maintaining work-life balance after staying up to support a team. 

Preparing in advance helps avoid uncertainty and gives managers a clear plan for handling requests consistently. 

Annual leave requests and managing expectations 

One of the most common workplace challenges during the World Cup is likely to be managing annual leave requests. 

While some employees may book time off to enjoy the tournament itself, many requests may actually come after key fixtures have taken place. Employees who have stayed up late to watch matches, particularly during the knockout stages, may want a day off to recover or catch up on sleep. 

If several employees make similar requests around high-profile games, employers can quickly find themselves balancing individual preferences against operational requirements. 

In most cases, the fairest approach is to follow existing annual leave procedures and apply them consistently across the business. 

Employees do not necessarily expect every request to be approved, but they do expect decisions to be fair. 

Flexible working during the World Cup 

Many employers are now far more accustomed to flexible working arrangements than they were during previous tournaments. 

This can create opportunities to accommodate employees who want to watch matches or adjust their schedules around key fixtures. 

Where business needs allow, temporary flexibility can be a simple way of supporting employee engagement without affecting productivity. For example, some organisations may allow employees to make up time elsewhere in the week or adjust their start and finish times. 

There is no one-size-fits-all solution. The right approach will depend on your business, your customers and the demands of individual roles. 

What matters most is ensuring that any flexibility is applied consistently and does not create unintended fairness issues within teams. 

Managing attendance and productivity 

While most employees will balance their interest in the tournament with their work responsibilities, employers should be realistic about the fact that some matches may affect attendance and performance. 

Late-night fixtures can leave people feeling tired the following day, particularly if matches go to extra time or penalties. Managers may notice reduced concentration, lower energy levels or occasional lateness. 

The focus should be on managing any issues proportionately. A supportive conversation is often more effective than a heavy-handed response, particularly where an issue appears to be isolated rather than part of a wider pattern. 

Employers should also remember that existing attendance and performance procedures continue to apply throughout the tournament. 

Creating an inclusive workplace during major sporting events 

Not everyone will be interested in football. 

While the World Cup can generate excitement for many employees, others may have little interest in the tournament or prefer not to take part in related activities. 

This is worth bearing in mind if your organisation plans to run competitions, sweepstakes, or themed events. 

Creating opportunities for people to get involved can be positive, but participation should always feel optional. The aim should be to bring people together, not unintentionally make anyone feel excluded. 

Supporting managers during the tournament 

Managers are often the people who have to navigate the practical realities of major sporting events in the workplace. 

Questions about leave, flexibility, attendance and workplace conduct are likely to land with them first. 

Providing guidance before the tournament begins can help managers feel more confident and ensure employees receive a consistent experience across the organisation. 

Even a short briefing can be valuable. It allows managers to understand the business approach and reduces the risk of different decisions being made in similar situations. 

Don’t overlook workplace conduct

Major sporting events can generate passionate discussion and friendly rivalry. 

In most cases, that contributes positively to workplace culture. However, employers should remember that normal standards of behaviour still apply. 

Comments, jokes or discussions that become offensive, discriminatory or exclusionary should be addressed in the same way they would at any other time. 

A brief reminder of expected workplace behaviour ahead of the tournament is often enough to set the right tone. 

Ready for kick-off?

The 2026 World Cup is likely to be a talking point in workplaces across the UK for several weeks. 

For employers, the most effective approach is usually the simplest one. Plan ahead, communicate clearly, treat people fairly and apply decisions consistently. 

With the right preparation, the tournament can be something that employees enjoy without creating unnecessary disruption for the business. 

A little planning now can help ensure that when the first whistle blows, your organisation is ready.