HR Advice

Absenteeism and the Rugby World Cup

After the success of the English Rugby team in 2003, the advent of the 2007 Rugby World Cup means that employers once again may have to scrutinise how employees are attending during this period.

However there are some significant differences this year. Being held in France, most of the games are in the evening and at the weekend in Central European Time, which means that absenteeism may only be increased by organisations that employ people during these periods. In addition the coverage is on terrestrial TV, which is commonly provided in workplaces.

Whilst the impact of the tournament may be somewhat more limited than in 2003, you must still be diligent in terms of approaching employee absence:

• inform employees that the policy is being enforced during this period,
• make clear that days lost and absence incidences will be recorded against them.

Possible solutions to help avoid absenteeism during the Rugby World Cup may include:

• providing break-out rooms for games held during working hours
• allow flexible working requests
• consider formal holiday approaches

Organisational alcohol policy

However, one area that could prove problematic is that of alcohol. Employers should reinforce the fact that Health and Safety supersedes all other concerns and that adherence to the organisational alcohol policy is imperative whilst at work.

Once again employers do need to consider this fully: if local pubs are showing the game and employees return to work under the influence what should the employer do? If the organisation is sponsoring any corporate events, will it undertake work surveillance on employee drinking during the tournament? The employer should also make it clear that transport to and from events or the workplace is the employee’s personal responsibility during the tournament and that they should act in a responsible manner.

Equally, the question of productivity is also a cause for concern. Performance levels will suffer if employees come to work with a hangover, and persistent drinking should be treated as a medical issue rather than a disciplinary one.

Duty of care

Employers do have a duty of care, so due attention should be paid to employees working in the manufacturing industry, or those who are required to drive as part of their employment.

Employers should take care to remind the employee of possible disciplinary procedures when faced with persistent drinking, and take all measures possible to help the employee stop drinking, whether internally through an employee assistance programme or externally, through a GP. If the employee continues to ignore these warnings, then disciplinary procedures can be considered. Otherwise, the employer faces the risk of claims of unfair dismissal – or even a breach of human rights. Tribunals will take a dim view of an employer who has attempted dismissal without trying to give sufficient assistance.

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