The Paris 2024 Olympics are well under way with Team GB soaring up the medal table, currently sitting pretty in fifth place! Famous for history and tradition, the Olympics is a time for nations across the world to come together and enjoy an array of sports, some of which we are not so familiar with, which just adds to the excitement.
However, during the games, employers might find themselves with an influx of holiday requests and a spike in sickness or unauthorised absence. So how do employers stay on top of their game to manage these issues? In this article we discuss some ways to help employers avoid an Olympic slump in productivity.
Requesting time off
Most employers usually grant leave requests on a ‘first come, first served’ basis, and as this is already a busy period with summer holidays, any leave or time off requests should be dealt with consistently and fairly, in the usual way. If you allow employees time off to follow athletes from Team GB, you must also consider other employees who wish to follow their national teams, or you could be at risk of discrimination complaints.
Consider flexible working
Given that the Olympic schedule will run across the whole day until late evening, employers could consider a degree of flexibility on a temporary basis to allow employees to arrive in work a little later or leave a little earlier to catch their favourite sports, providing they make up any lost time. You may also consider allowing employees to swap shifts so there is no drop in productivity.
How do I handle an employee phoning in sick during the games?
We quite often assume one-off absences are not genuine. That said, you shouldn’t naturally assume an employee phoning in sick is watching the games. Remind employees of your absence policy and deal with any absences in the usual way. If you do see a pattern occurring throughout the games, conduct a return-to-work interview to ascertain the reason for the absence and take any necessary disciplinary action.
Can I allow employees to watch the games during working hours
The comradery of sporting events can be great for team moral which in turn can help boost productivity. However, it is down to employer discretion as to whether they screen the games in the staff room or allow employees to listen to them on the radio or internet. A risk assessment should also be carried out to identify any health and safety issues this may cause, and remember that if you are allowing employees to watch live TV, including streaming programmes live from an online TV service, or to watch or download programmes on BBC iPlayer, the company will require a valid TV licence.
Watch out for ‘harmless banter’
Employees should be mindful of comments made when referring to a colleague’s national team. What one employee judges to be ‘harmless banter’, another employee may perceive as inappropriate or even offensive. Refer to bullying and harassment policies and remind employees of their code of conduct.
What do I do if an employee comes to work under the influence of alcohol?
Sporting tournaments and increased alcohol consumption usually go hand in hand, and this is particularly important for employees whose work involves driving or operating machinery. Remind employees of your alcohol and drugs policy and treat any instances of misuse in the usual way by following company disciplinary rules.
Above all, it is important to have robust policies in place to manage lateness, sickness and absence ahead of the games. Let employees know what is expected of them by communicating these policies with any special arrangements beforehand, not forgetting those who are remote working.
If you need further advice regarding this or any other HR, Employment Law or Health, Safety & Wellbeing concern, please contact us on 01942 727200 or email enquiries@employeemanagement.co.uk