HR Pulse

World Cup 2014: Prepare for an increase in ‘sick leave’

The football World Cup 2014 has kicked off, meaning that HR professionals need to shift into top gear to deal with the increase of sick leave that will inevitably arrive with the tournament. HR professionals need to look at the different options available to try and limit absenteeism costs for their businesses.

The World Cup 2014 will take place in Brazil between Thursday 12 June and Sunday 13 July. Luckily, new research has been released to help employers prepare for the absenteeism increase that could arise over the World Cup period.

Employers and small businesses need to put agreements in place that monitor requests for time off, sick leave or watching TV during World Cup 2014 games.

Acas chair, Sir Brendan Barber, said: "The World Cup is an exciting event for many football fans but staff should avoid getting a red card for unreasonable demands or behaviour in the workplace during this period.

"Many businesses need to maintain a certain staffing level in order to survive. Employers should have a set of simple workplace agreements in place before kick-off to help ensure their businesses remain productive while keeping staff happy too," he advised.

Here are four top absenteeism-limiting tips for employers during the 2014 World Cup:

1. Annual leave

Expect an increase in leave applications during the World Cup 2014 period. Employers should be a little more flexible when approving annual leave and, in turn, employees need to understand that it may not always be possible get their leave approved. There needs to be compromise. All requests for leave should be evaluated in a fair way. Consistency is key.

2. Sick leave

Keep an eye on staff attendance levels during the World Cup. Make sure that staff aren't contravening your company policy by taking excessive sick leave and that employees hand in the necessary sick notes if they take more than a day off. Any absence or patterns of absence that aren't backed up by the relevant documentation could result in formal proceedings. (In a previous article on HR Pulse, HR practitioner Gary Taylor gave us some great advice about how to tell if one of your employees is 'faking' being sick. Follow this link to find out more.)

3. Be flexible

Look at giving your employees more flexible working days. Let me give you an example:

For the last year, I have been studying for my degree through correspondence at Unisa. My manager and I came to an agreement that I could come in at six in the morning and leave at three in the afternoon. This worked out well for both of us as I still completed my eight hours of work - as stipulated by law – and I received more time to study and get my head around my university work.

Remember, any arrangements you make don't have to be permanent! Just consider allowing your employees more freedom with their working day during the World Cup 2014 period

4. Internet use

There may be an increase in the use of social media such as You Tube and other video-streaming websites. This wouldn't only interfere with production but it may also slow down the business' Internet speed.

According to the article, Acas urges employers to monitor sickness absence during World Cup, employers should have a clear policy on web use in the workplace that is communicated to all employees. If employers are monitoring Internet usage then the law requires them to make it clear that it is happening to all employees.

Frew Murdoch is the assistant editor of HR Pulse. She is currently completing the last semester of her BA degree in Communications and English. Christine Botha, co-author of 'Ethics in HR Management: A guide for HR professionals and line managers', had this to say: "I stumbled across your review of our Ethics Guide published 28 June 2012 and wish to thank you for the positive and complimentary comments made – this was a lovely surprise and most rewarding. I will certainly pass this on to all co-authors of the Guide."