Managing your team to victory during the European Championship 2016

This article was produced by Olswang LLP, which joined with CMS on 1 May 2017.

With kick-off on 10 June 2016, for the next few weeks the European Referendum debate will share the news headlines with another European event – Euro 2016. Gripped by football fever, many employees will wish to watch their team play and will take time off to do so – some arranging this officially, others, not so officially. It's not just the teams who need a well thought out game plan; employers also need to keep their team selection just right and ensure they are onside throughout the whole 90 minutes.

Pre-match team talk

• Lessons from past defeats - think back to previous tournaments and whether any lessons could be learned: decide whether you need to referee with a strict approach to the rules (and risk disenchanting employees), or understand the pre-match jitters and take a more relaxed approach by having a quiet word.
• Setting the parameters - the first pre-match task is to set rules to be applied consistently to all employees. With a clash of sporting fixtures and a summer of sport ahead, consider how you will treat the whole team fairly. At a minimum, those rules should cover requests for leave, flexible working and time off in lieu, running sweepstakes or gambling in the office, watching or listening to games at work, or watching games in the pub during breaks and the return to work after a "liquid lunch".
• The pre-match talk - if you think your employees need reminding about appropriate match day behaviour, communicate with them in advance and be clear about the consequences of non-compliance, including disciplinary consequences for misconduct. Consider the impact that employees' behaviour outside of work and posts on social media can have on employers and the potential consequences for employees.

Keeping the team onside

• Changing the formation - even if you're a firm believer in the diamond formation, allowing a little flexibility in your line up can bring rewards. With matches scheduled at 2pm, 5pm and 8pm, where possible, consider allowing employees to work flexibly and make up their hours at other times so that they can watch the action whilst still maintaining productivity.
• Substitutions - if a team member requests leave during the event, try to grant this where possible. If you can't afford more than your three substitutions, consider agreeing with employees before kick-off who can and cannot take time off for each match to ensure you're not left short of players.
• Fair play - where employees cannot take time off or work flexibly, be sympathetic. If possible allow employees to watch the matches during work time (where business needs allow) by setting up TV screens in designated areas or allowing employees to watch online (but ensure that you have the relevant permissions and licences).

Using your cards

• If employees aren't playing by the rules and are absent without good reason show them a yellow card. Be consistent with your treatment of all employees from the outset and follow your normal disciplinary procedure.
• Employees may attend work following matches either under the influence of alcohol or suffering from a hangover. Managers should be aware of this and ensure that there are no risks to the business as a result. Make it clear that employees must be fit for work at all times and again, follow the appropriate disciplinary procedure.
• Some employees may be genuinely ill over the event. Before accusing them of foul play, be sure to establish the facts first so you avoid any own goals.

Post-match de-brief

Once the final whistle has blown and we all know the score, arrange a post-match debrief in good time before the Olympics start on 5 August 2016!

To view the ACAS guidance entitled "European cup 2016 advice and guidance for the workplace," please click here.