World Cup 2026: goals for employers and employees

World Cup 2026 is almost here. Between 11 June and 19 July, thousands of lucky football fans from around the world will be gathering in the USA, Mexico and Canada, while the rest of us will be watching it on the edge of our seats.

However, for working people in the UK, there’s a problem. Due to the time difference, some matches will be kicking off as late as 3am. And staying up that late could make work the next day more than a little difficult.

In this article, we’re going to discuss how employees should approach their employers if they want to attend or watch those must-see matches. We’ll also look at what employers are required to do in response. Let’s get started.

What do employees need to think about?

The match schedule was announced on 4 February 2026, so anyone going to a match in the Americas has hopefully made their plans and informed their employer already. However, even if you’re only planning to watch the matches on TV, it’s sensible to start thinking about it now.

Employees and workers should know first that being a football fan - no matter how much you may devote your life to the beautiful game is unlikely to fall within the definition of a religion or belief under the Equality Act 2010.

An employer is under no legal obligation to allow time off purely because you are a super fan of football. To guarantee that they’ll be able to see the games, employees and workers need to:

●      Book annual leave sufficiently in advance (usually at least twice as much as the desired period, so 1 week off needs to be requested 2 weeks in advance); and/or

●      If on a rota system, ensure shifts are requested sufficiently in advance so they don’t clash with the games they want to watch.

When taking the above practical measures, checking a contract of employment is also essential. Employees and workers must in particular check:

●      How much holiday they’re entitled to;

●      The formal process to request leave;

●      How much notice must be given (for example, is more notice required than that outlined above); and

●      Whether the employer can restrict leave at specific times of the year

Some sectors place limits on when employees can take leave. Retail is one example, where holiday bookings over peak periods may be approved on a first-come, first-served basis. If you are working at a pub or bar with a widescreen TV, you'll likely need to perform some shifts during the World Cup. That’s why it’s a good idea to start booking as early as possible.

If you’re on sick leave, and likely to still be so by 11 June, this is something to consider as well. Those on sick leave are lawfully permitted to take paid holiday from their employment. However, depending on why you have taken sick leave your employer may query why you are taking a particular holiday.

For example, if you have stated you are bed bound but nonetheless able to travel to Mexico, this may result in a disciplinary investigation were your employer to discover you had taken this trip. Conversely, if you have severe anxiety or depression and wanted to take the same trip this may be entirely acceptable as a means of de-stressing.

What must employers do?

Employers' obligations during the World Cup are, in principle at least, no different than at any other time. If annual leave is agreed, for example, they cannot simply cancel it without sufficient notice. The usual rule is the same as with requesting leave, that is, that notice must be given that is at least twice the length of the leave booked unless a policy or rule of the employer prescribes a longer notice period.

For example, cancelling a day of approved leave would normally require two days’ notice. This of course may be different if certain collective agreements are in place, or if there is a sector specific rule - as stated above such as in retail or in the service industry - that is reflected in an employee handbook or contract.

Regardless though this may have been clearly outlined, given passions may be high during or in anticipation of this period, it may assist you as an employer to politely reiterate, highlight and reference to employees or workers these relevant clauses if refusing leave. Consulting with your Human Resources departments in advance of 11 June is similarly advisable.

Employers must also consider the implied terms in every contract of employment. In particular, the duty of mutual trust and confidence. This requires employers to act reasonably and avoid behaviour that could damage trust with their staff. Decisions about cancelling leave or altering shifts should always therefore be handled carefully, especially where multiple requests are made for the same day. It is also worth noting that the duty of mutual trust and confidence applies to employees too.

Turn disruption into an opportunity

When several employees want to take leave on the same day, managing those requests becomes important. Most employers will want to avoid any suggestion that they’re favouring one staff member over another (indeed to do so on the basis of a protected characteristic may lead to a valid complaint of, among others, Direct Discrimination).

It might be advisable to therefore take a different approach. For example:

●      Closing the office or store early to allow staff to watch a key match

●      Hosting a group viewing (with snacks!) during working hours

●      Offering additional time off to team members who meet specific performance targets (but a note of caution to consider whether an individual employee is or has been unable to meet performance targets due to a disability or other protected characteristic).

Transparency is key to maintaining a happy, productive workforce. Clear communication and a proper understanding of contractual obligations can prevent disputes.

Talk to your solicitor

Whether you’re an employer who is worried about what will happen at your company during the World Cup, or an employee who thinks they’re being unfairly treated when it comes to watching the games, or generally, it pays to have an experienced employment solicitor in your corner.

Your solicitor will examine the relevant contracts and policies, set out where you stand and take action if necessary. Hopefully, there will be no need for VAR.

At Couchman Hanson, our solicitors genuinely care about getting the best outcome for you. We’re highly professional, with ‘city’ level talent and experience, but also friendly and welcoming. Everything we do fits with our values of integrity, honesty and authenticity.

Call 01428 774756 or visit couchmanhanson.co.uk.