It may have been brought to your attention that England are in the final of the European Cup on Sunday night following a gripping semi-final win over the Netherlands on Wednesday evening. Win or lose, we think it’s a good idea that employers are pro-active in managing the potential consequences of England reaching their first ever major tournament final on foreign soil.

By way of comparison, when England won their first round match against Tunisia in the 2018 World Cup, the media reported that staff absences rose by 36% the following day. On Sunday, fans will no doubt be taking their seats early in pubs and clubs, and even at home with friends, in order to enjoy the build up to the 8.00pm kick off, and potentially indulge in a drink or two.

We’ll then have a 90 minutes game potentially followed by 30 minutes of extra time and possibly a penalty shoot-out. If England win, fans will want to remain immersed in the elation for as long as possible. Or to put it another way… it could get messy.

UK employers are therefore presented with a unique challenge for Monday morning, as we should expect employee attendance and productivity to be impacted. Here are some key considerations and options for managing this situation effectively. And whatever you decide, put a communication out as early as possible so that everyone is appraised of the position you are or will be taking.

Failure to attend work: Employees who fail to attend work claiming to be ill can be at risk of disciplinary action up to and including dismissal if their employer has evidence that they are not actually sick. Of course the employee may well be genuinely sick, albeit that sickness is self-inflicted as a result of drinking too much the night before.

In agreeing a contract of employment, employees are committing to make themselves available for work at the times laid out within the contract. They must therefore make every effort to present themselves fit for work. Overindulging in alcohol in the evenings to the extent where it compromises attendance and/or timekeeping is clearly breaching the contract and so subjects the employee to an investigation and potentially disciplinary action.

Re-communicating your absence policy in advance can set expectations for employees. Inform them of the procedures for taking leave or reporting absences due to the previous night's celebrations. Encourage employees to plan ahead and request leave if they anticipate needing it.

You may already be processing a high number of holiday requests. If this compromises your required workforce number you may have to draw lots amongst those who request it, to establish who is allowed to take holiday if you are pressed for resources and need to open.

Whatever you do, ensure that you exercise fairness, equality and offer choices to all members of your team. Falling into the trap of assuming it’s just the men that want to go to the pub to watch the football could easily get you into trouble for discrimination.

Flexible working: Another approach could be to offer flexible working hours on Monday. Allowing employees to start later in the day can help accommodate those who might have stayed up late and need additional rest to recover. Being flexible can prevent the risks associated with tiredness and hangovers.

If feasible, allowing employees to work from home can mitigate the risks associated with commuting while under the influence of alcohol. This option also accommodates those who may not be in the best physical state to commute but can still be productive from home.

Plan for low productivity: Depending on how your workforce is comprised and what industry you are in, you may have to accept that productivity might dip on Monday, so plan accordingly. Non-critical tasks can be scheduled for later in the week, and team leaders can be briefed to manage workloads flexibly. This approach ensures that essential operations continue smoothly without putting undue pressure on employees.

You may even decide to give everyone the day off. We suggest however that if you take this very generous option you do so whether England win or lose. Losing a penalty shoot-out has lots of effects on individuals but it doesn’t make someone who has been drinking all evening immediately sober.

Duty of care: Employees who drive as part of their job responsibilities are of particular concern. Driving under the influence of alcohol is obviously illegal, and the morning after can pose significant safety risks. Employers must ensure that these workers are fit to drive. Failing to do so could result in accidents, serious harm to employees and others and legal issues up to and including corporate manslaughter.

Even for employees who do not drive for work but must commute, there are clearly risks associated with driving under the influence. Encouraging responsible behaviour is essential to prevent potential road incidents.
Perhaps a reminder about the dangers of drink driving and the importance of health and safety to reinforce responsible behaviour is in order. Highlight the legal implications and potential consequences of driving under the influence to ensure employees are aware of their responsibilities. Encourage moderation so that employees can enjoy the game without overindulging.

Arranging transportation alternatives for employees who might be at risk of driving under the influence could be an option. This could include organizing carpooling options, offering taxi reimbursements, or providing information about public transportation schedules. But if staff aren’t fit enough to drive, do you really want them in the workplace, especially if their intoxication could affect their ability to work safely, in a factory or on a building site perhaps.

A reminder of your company drugs and alcohol policy before the weekend might be a good idea.

The European Cup final is a momentous occasion, and it's natural for employees to want to enjoy the atmosphere of England making it to the final. By taking proactive measures, UK employers can manage the potential impact on attendance and productivity. Flexible working arrangements, clear communication, and promoting responsible behaviour are key strategies to ensure that Monday morning runs as smoothly as possible.

Make a decision on the stance you plan to take and communicate it to your entire workforce today or tomorrow so that no-one can say they weren’t forewarned or hadn’t thought about the consequences. By showing understanding and adaptability, employers can maintain a positive work environment while upholding safety and productivity standards.

And remember there are plenty of people who won’t be interested in the football. Make sure they are not disadvantaged in favour of those who are interested, especially as you might be relying on them to keep your business afloat on Monday.

We’re available as usual for help and support on 01452 331331 or by emailing This email address is being protected from spambots. You need JavaScript enabled to view it. However we hope you’ll act on the recommendations outlined in this post and we won’t be inundated with phone calls on Monday for dealing with a rash of absence and intoxication at work issues. Good luck England.