The World Cup Is Here — And So Is Your Duty of Care

What UK employers need to know about alcohol, football fever, and fitness for work 

The 2026 FIFA World Cup kicked off on 11 June and runs until 19 July — right in the middle of the working year. With matches broadcast live across the USA, Canada and Mexico, many games will be screened in the evenings and at weekends here in the UK. But some kick-off times will fall during the working day, and the early hours of the morning, and with England and Scotland (should they progress) generating the kind of national excitement that sees pubs fill up, employers need to be ready. 

This is not about being the fun police. It is about ensuring your business continues to operate safely, that employees are not put at risk, and that you have the right frameworks in place should things go wrong. Here is what you need to know. 

Watching football on TV with a drink

Why This Matters for Health and Safety 

Alcohol at work — or coming to work impaired — is not simply a conduct issue. It is a health and safety issue, and UK law is clear on employer responsibilities. 

Under the Health and Safety at Work etc. Act 1974, employers have a duty to ensure, so far as is reasonably practicable, the health, safety and welfare of all employees. The Management of Health and Safety at Work Regulations 1999 further require employers to assess risks in the workplace — including those arising from impairment. 

The Transport and Works Act 1992 makes it a criminal offence for certain workers (those operating trains, aircraft, vessels, and related safety-critical functions) to be unfit through drink or drugs while on duty. For most workplaces it stops short of criminal liability, but the civil and disciplinary consequences of getting it wrong are significant. 

If an employee causes or contributes to an accident while impaired, and you had no policy in place and took no action despite signs of intoxication, your exposure as an employer — legally, financially, and reputationally — could be severe. 

What Should You Actually Do? 

1. Have a Written Alcohol Policy 

If you do not have one, now is the time. A clear alcohol and substance misuse policy should set out: 

• The organisation's position on alcohol at or before work 

• Definitions of what constitutes being 'under the influence' 

• The process for managing suspected impairment, including who has authority to act 

• The consequences — including that it may constitute gross misconduct 

• Support available, including occupational health or employee assistance programmes (EAPs) 

• Testing arrangements, where applicable and proportionate 

  
  

The policy should be communicated to all staff — not buried in a handbook no one reads. The World Cup is a good prompt to re-issue it with a brief, non-threatening covering note acknowledging the tournament. 

2. Issue a Sensible Pre-Tournament Communication 

You do not need to ban staff from enjoying the football. A well-pitched message can actually strengthen goodwill whilst making your expectations clear. Consider a brief note that: 

• Acknowledges the World Cup and the excitement around it 

• Reminds staff of the alcohol and fitness-for-work policy 

• Sets out any flexible arrangements you are offering (see below) 

• Makes clear the consequences of arriving unfit for work 

Tone matters enormously here. A draconian memo will generate resentment; a reasonable, human communication will land far better and still achieve the legal and operational outcome you need. 

3. Consider Flexible Working Arrangements 

Some employers find that a pragmatic approach to flexibility during a major tournament actually reduces the risk of impairment at work. Options used by UK employers include: 

• Allowing staff to start later the morning after a significant evening match 

• Permitting use of annual leave at short notice for key games 

• Setting up a designated viewing area in the workplace (with no alcohol) 

• Sanctioned remote working on high-risk mornings 

The key is consistency — whatever you offer must be available to all employees, not just those who follow football, to avoid discrimination risks. If you allow late starts, apply the same flexibility to staff who do not celebrate football but might celebrate other cultural or sporting events. 

4. Know How to Respond if Someone Arrives Unfit for Work 

If a manager suspects an employee is under the influence of alcohol, they must act. Ignoring it is not a neutral choice — it is a failure in duty of care. 

Practical steps to follow: 

• Remove the employee from the workplace or their immediate work area calmly and privately — do not challenge them in front of colleagues 

• If possible, have a second manager or HR representative present 

• Do not allow them to continue working, operate machinery, drive, or make safety-critical decisions 

• Arrange safe transport home — do not allow them to drive 

• Document everything: what was observed, what was said, what action was taken 

• Follow your disciplinary procedure — investigation first, then decision 

Sending someone home is not a disciplinary sanction. It is a safety measure. The formal process comes later, once you have the facts.

5. Alcohol Testing — Is It Appropriate? 

Breath or saliva testing is proportionate and lawful in certain industries — construction, transport, manufacturing, and other safety-critical environments. In lower-risk office environments, it is harder to justify and could constitute an unlawful intrusion if not carefully handled. 

If you do operate testing, it must be: 

• Covered by a written policy that employees have agreed to 

• Applied consistently and without discrimination 

• Conducted by trained personnel using calibrated equipment 

• Linked to a clear escalation process 

Random testing programmes can be a reasonable deterrent in high-risk environments. For-cause testing — triggered by specific observable behaviour — is more defensible across most sectors. 

What About Watching Matches at Work? 

Some employers who operate 24/7 will screen major matches — particularly England or Scotland games — in a break room or common area. This can be a morale booster, but comes with considerations: 

• If alcohol is provided or permitted, you take on responsibility for the consequences 

• Ensure the viewing does not impact operational safety — particularly in manufacturing or shift-work environments where some staff will remain on duty 

• Make clear that viewing is optional and that normal duties continue for those not participating 

• If you are screening games during work hours, consider whether this constitutes paid working time — it usually should 

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Many employers simply choose not to screen games on-site and instead let staff follow along on their phones during breaks. This is a perfectly reasonable approach and removes a significant area of risk. 

The Disciplinary Dimension 

Attendance issues, lateness, and impairment at work all fall under standard disciplinary frameworks. What the World Cup does is temporarily increase the likelihood of these events occurring. 

Key points to be clear on: 

• Unauthorised absence the morning after a significant match is still unauthorised absence — treat it consistently with any other instance 

• Persistent lateness during the tournament should be addressed promptly 

• Gross misconduct thresholds — including being unfit for work through alcohol — do not change because it is the World Cup 

• Any disciplinary action must follow a fair process: investigation, hearing, right of appeal 

Consistency is critical. If you overlook impairment in a popular employee but act swiftly against another, you create both an employment law risk and a toxic precedent. 

A Quick Note on Mental Health 

It would be remiss not to mention that for some employees, the increased social pressure to drink during a tournament — at work events, after-work screenings, or simply cultural expectation — can be difficult. Employees in recovery, those with alcohol dependency, or those who simply do not drink can sometimes feel excluded or marginalised during these periods. 

A thoughtful employer will ensure: 

• Non-alcoholic options are available at any workplace social events 

• There is no pressure to attend alcohol-focused gatherings 

• EAP services are visible and employees know how to access them 

Summary — The Employer's Checklist 

• Review and re-issue your alcohol and substance misuse policy 

• Issue a sensible pre-tournament communication to all staff 

• Brief line managers on how to handle suspected impairment 

• Decide your position on flexible working arrangements — and apply it consistently 

• Ensure any workplace screening events are alcohol-free or carefully managed 

• Document all incidents clearly and follow your disciplinary process 

• Support employees who may struggle with the social drinking culture around the tournament 

The World Cup should be a positive moment — even in the workplace. With the right policies, clear communication, and sensible management, you can support your team's enjoyment whilst maintaining the safe, productive environment you and they deserve.