With England taking on Mexico in a crucial World Cup knockout match at 1am tomorrow (Monday), the TUC is urging employers to show “common sense” by allowing flexible working where possible, helping millions of fans balance supporting England with their working day.
Ahead of the match, the Trades Union Congress (TUC) is urging employers to show “common sense and understanding” by accommodating flexible working requests wherever possible. The union says allowing staff to start later, work from home where appropriate or make up their hours later in the week could improve morale, boost productivity and help employees enjoy one of the biggest sporting events of the year without negatively impacting business performance.
The TUC’s intervention comes as businesses prepare for one of the busiest workplace mornings of the tournament. Recent research has suggested the 2026 World Cup could cost employers an estimated US$17 billion in lost productivity, driven by increased requests for annual leave, flexible working and altered schedules.
The tournament is also becoming one of the first major tests of artificial intelligence in everyday working life. As explored in rec analysis, many employees are expected to use AI tools to help manage workloads while following matches, raising new questions around productivity, trust and responsible AI use.
TUC: EMPLOYERS SHOULD SHOW COMMON SENSE
Ahead of England’s knockout fixture, the TUC is encouraging employers to take a pragmatic approach wherever operationally possible. The union says businesses should consider:
- Allowing staff to start work later on Monday.
- Letting employees work from home where roles permit.
- Offering shift swaps.
- Allowing workers to make up time later in the week.
“World Cup fever has gripped the UK, with millions of workers across the country cheering on the Three Lions,” stated TUC General Secretary (and England and Everton fan) Paul Nowak. “The timing of England’s match against Mexico is not ideal for fans. That’s why we are appealing to employers to show some common sense and understanding by allowing their staff to work flexibly where possible. That could mean letting them start later on Monday or swap their hours. I’ll be cheering on my team – as will workers up and down the country. Come on England!”
The TUC also highlighted that, with pubs expected to stay open into the early hours to welcome fans watching the game, hospitality staff should be paid fairly for any overtime they work.
FLEXIBLE WORKING SHOULD NOT STOP AFTER WORLD CUP
On flexible working more broadly, Nowak added: “Flexible working shouldn’t stop when the World Cup ends. Whether it’s about watching major sporting events, attending a family celebration or picking up the kids from school, allowing people more flexibility is a gamechanger – it makes them happier, cuts absenteeism and raises productivity.”
The union body says a sensible approach to flexibility can help improve morale and motivation, while also reducing the risk of unnecessary absence after late-night fixtures.
JUST 1 IN 5 EMPLOYERS PLAN TO OFFER FLEXIBLE WORKING
Despite calls for flexibility, research from the Chartered Management Institute (CMI) suggests relatively few employers are planning to adjust working arrangements during the World Cup. The survey of more than 1,100 managers found that only 20% of employers intend to offer flexible start or finish times to help staff watch matches.
“We’re not saying every England win deserves a bank holiday, but if millions of people have stayed up until 3am supporting their team, asking employers to let them start a little later the next morning is simply common sense,” said Petra Wilton, Director of Policy at the CMI. “The World Cup is a reminder of why flexible working matters. Great managers recognise that people have lives outside work, and when they offer sensible flexibility, whether that’s around caring responsibilities, medical appointments or even the occasional late-night sporting event, organisations benefit too through higher engagement, improved wellbeing, stronger retention and, ultimately, better performance.”
GUIDANCE FOR EMPLOYEES
Employees who have not already requested flexibility should speak to their manager as early as possible rather than waiting until Monday morning. For a one-off event such as England’s late-night fixture, an informal conversation is likely to be quicker and more practical than submitting a formal statutory flexible working request.
Workers could ask to:
- Start later and make up the time later in the week.
- Work from home if their role allows.
- Swap a shift with a colleague.
- Use annual leave or time off in lieu.
- Adjust their lunch break or finish time.
Employees are more likely to receive a positive response if they explain how the arrangement can work for the business, as well as why they are requesting it.
FLEXIBLE WORKING RIGHTS
Employees in the UK have the legal right to request flexible working from the first day of employment. A formal statutory request should be made in writing and should explain the working pattern being requested, when the employee wants it to begin and how any impact on the business could be managed.
However, formal flexible working requests are generally designed for longer-term working arrangements, rather than one-off events such as a late-night football match. For this reason, an informal request may be the most appropriate first step.
Acas has advised employers to plan ahead during the World Cup and have clear workplace agreements covering requests for time off, sickness absence and flexible working hours. In an official statement it said: “The World Cup is a big sporting event for many workers who may want to follow their favourite football team and enjoy the event. Some staff may want to book time off to go to the World Cup or attend special group events in the UK. Others will want to use the internet or their phones to stay updated on the match results.”
“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,” said Acas Head of Workplace Advice, Susan McGuigan. “Many organisations need to maintain a certain staffing level to operate effectively. Bosses should have a set of simple workplace agreements in place before kick-off to help ensure their businesses remain productive, whilst keeping staff on side too.”
BALANCE FLEXIBILITY WITH BUSINESS NEEDS
Employers are not legally required to make special arrangements around World Cup fixtures. However, workplace experts say managers should consider flexibility where it is practical and does not negatively affect performance, service levels or fairness between employees.
“Employers are under no obligation to make special arrangements around World Cup matches, however, some may choose to offer flexibility where this works for the business and does not impact performance,” advised David D’Souza, of the CIPD.
For managers and leaders, the key is to be clear, consistent and fair. That means setting expectations around start times, absence reporting, use of annual leave, working from home, overtime and conduct at work.
It also means recognising that flexibility is not possible in every role. Frontline, shift-based and customer-facing workers may have fewer options than office-based employees, so employers should consider alternatives such as shift swaps, time off in lieu or fair overtime arrangements where possible.
GUIDANCE FOR MANAGERS & LEADERS
Managers can reduce confusion and avoid disputes by communicating expectations clearly before the match. They should consider:
- Whether later starts or home working are possible.
- handle requests fairly.
- Whether staff can make up time later in the week.
- How minimum staffing levels will be maintained.
- What rules apply to sickness absence after the match.
- Whether hospitality or shift workers will be paid fairly for additional hours.
- How to avoid resentment between employees whose roles allow flexibility and those whose roles do not.
A consistent approach will help businesses maintain productivity while showing that they trust and value their employees. The late-night timing of England’s clash with Mexico may be inconvenient for workplaces, but it also provides an opportunity for employers to demonstrate practical, people-focused leadership.
For employees, the message is clear: communicate early, be realistic and offer solutions that take business needs into account. For employers, the message from the TUC, CMI and Acas is equally clear: where flexibility is possible, a common-sense approach can improve morale, reduce avoidable absence and strengthen trust.
Whether England progresses or not, the World Cup is once again highlighting the importance of flexible working, employee wellbeing and modern management. The fixture may last just 90 minutes, but the workplace lessons could last far longer.
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