The Men’s Football World Cup is a global celebration that brings people together—colleagues included. Many workplaces join in the excitement with sweepstakes, friendly rivalry and themed decorations. When handled well, it can be a brilliant opportunity to boost morale, strengthen relationships and encourage team bonding.

But this year’s tournament, jointly hosted by the USA and Mexico, brings one practical challenge: time zones. Matches may fall outside standard working hours, which means that if you want to give employees the opportunity to enjoy the games, some flexibility may be required.

Whether that’s allowing colleagues to finish early and make up time later or offering temporary adjustments to working patterns, fairness must stay front and centre. Supporters of all nations should have consistent consideration, and any decisions should align with your values and psychological contract—because when you give a little, and your culture is strong, commitment and goodwill tend to grow.

A Reminder: The flexible working changes introduced in April 2024

World Cup or not, flexible working has become an essential part of modern employment. In April 2024, updates to the Flexible Working Bill came into effect, strengthening employees’ rights and clarifying employers’ responsibilities.

Key changes include:

  • Day-1 Right: Employees no longer need 26 weeks’ service to request flexible working; it is now a right from day one.
  • Faster Response Time: Employers must respond within two months, not three.
  • More Requests Allowed: Employees can submit two requests per year instead of one.
  • Simplified Process: Employees no longer need to explain the impact their request may have on the business.

With these changes in place, employers should expect a potential rise in flexible working requests. It’s vital that line managers are aware of the new requirements and know how to handle requests appropriately and consistently.

When Can Employers Decline a Flexible Working Request?

While requests must be considered fairly, employers do not have to agree to every one. The legislation outlines eight valid business reasons for declining a request, including:

  • The burden of additional costs
  • Inability to reorganise work among existing staff
  • Inability to recruit additional staff
  • Detrimental impact on quality or performance
  • Detrimental effect on meeting customer demand
  • Insufficient work during proposed hours
  • Planned structural changes

These reasons are designed to protect business operations while maintaining fairness and transparency.

Why Flexibility Can Also Benefit Employers

Flexible work patterns often support staffing at peak times, reduce the need for larger office space, and can deliver long-term efficiencies.

CIPD research (2024) highlights that employees who are allowed to work flexibly are:

  • More committed
  • More satisfied in their roles
  • More likely to show discretionary effort

These benefits ripple across the organisation—improving wellbeing, reducing absence, lowering recruitment costs and strengthening your employer brand.

Given the legislative changes, now is a good time to review and update your policies, adjust forms and processes, and ensure everyone involved in managing people understands the new expectations.

If you need advice or help implementing flexible working practices, Pure HR can support you every step of the way.

When Banter Isn’t Banter: Keeping behaviour respectful during World Cup fever

Football events can heighten emotions, spark rivalry and increase “banter” in the workplace. While most comments are harmless, some can easily cross the line into bullying or harassment—intentionally or not.

Under the Equality Act 2010, harassment is defined as unwanted conduct related to a protected characteristic that violates someone’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.

Employers have a duty of care to prevent this—and awareness is your strongest tool.

Protecting Your People: Policies, Clarity and Expectations

Make sure you have clear, accessible policies covering:

  • Equal opportunities
  • Bullying
  • Discrimination
  • Harassment

A standalone policy can help employees understand what behaviour is unacceptable and what will happen if it occurs. This may include:

  • Definitions of discrimination, bullying and harassment
  • How performance and attendance procedures will be applied fairly
  • Clear complaints procedures
  • Information on where employees can seek help

Be clear about where you stand on ‘Banter’

What one person finds funny, another may find offensive. Banter can help teams bond—but it cannot excuse harmful behaviour.

Be mindful that:

  • Hurtful comments often start small and escalate over time.
  • Employees have different tolerance levels.
  • A seemingly minor moment can constitute harassment if related to a protected characteristic.

Consider developing a team-agreed code of conduct outlining what is and is not acceptable. Involve employees in creating it and display it prominently to encourage shared responsibility.

Train It, Live It, Make It Visible

Train It

Policies alone won’t prevent issues—training brings them to life. Ensure new and existing employees receive meaningful training on respectful behaviour, bullying and harassment, and the real impact of discrimination.

Pure HR offers a half-day Equality, Diversity & Inclusion course that can be part of your onboarding or ongoing training programme.

Live It

Leaders and managers must model the behaviour they expect from others.

Be alert to early signs of discrimination or bullying—even subtle ones—and address concerns promptly. Strong communication, especially with remote workers, helps create an open, supportive culture where issues can be raised early.

Make It Visible

Use posters, reminders and shared values to reinforce expected behaviour. Visibility helps reduce misunderstandings and supports a respectful environment.

Deal With Issues Promptly and Consistently

Despite best efforts, issues may still arise. Follow your disciplinary and grievance procedures thoroughly, document actions and apply processes consistently across all levels of staff.

What matters most is demonstrating that you’ve taken every reasonable step to prevent and address bullying, harassment and discrimination.

Do you need support in creating a Safe, Fair and Flexible Workplace?

If you think this is a good time to review your policies, give your team the appropriate training and support in managing flexible working, equality and behaviour at work then why not get in touch.

We can offer advice, training courses and help in getting your policies up to date and protection for your business.

Call Steph now on 01794 3239470 to find out more.