Expert Commentary

Manzurul Islam, specialist in Employment Law and head of the Dispute Resolution team at Mullis & Peake LLP Solicitors, said:  

“With today’s multi-cultural workplaces and employees following different teams, there is more chance that ill-considered comments fuelled by nationality or race may give rise to offence, and the employer could find themselves liable for the actions of their employees and face claims for discrimination. 

“Policies should cover equal opportunities and non-harassment with clear disciplinary procedures for anyone who shows inappropriate behaviour with colleagues on grounds of nationality, colour or race.  

“Companies also need to be sure their sickness absence procedures are up-to-date, that everyone knows the formal process to be followed and the consequences of an unauthorised absence.  Reminding staff that any absence will be checked shows the focus is on and may help to see off subsequent absences among the workforce. 

“Similarly, attitudes towards alcohol consumption and use of internet during working hours for personal use should be addressed in the company handbook.  

“If you haven’t drawn up policies for any of these areas, then now is the time to do so. Also, you should check that existing policies are still fit for purpose.    

“Ultimately, the World Cup can be used as a good opportunity to build camaraderie and provide a staff treat where employers take positive steps to advantage and incorporate such events into their daily business.  This could be something as simple as making arrangement for staff to watch a match together.  After all, the competition cup only comes around every 4 years.”


For more advice, visit our Employment Advice page.