Why the 2026 World Cup Is a Defining Moment for HR
The FIFA World Cup 2026 is shaping up to be the most ambitious tournament in football history. Hosted across three nations — the United States, Canada and Mexico — it will feature 48 teams and a staggering 104 matches. That is more football, more fans and more potential for workplace disruption than any previous edition of the competition.
For HR professionals, the tournament lands with both an opportunity and a challenge. On one hand, it is a rare chance to build genuine team spirit, spark informal conversations and boost employee engagement. On the other, it raises a host of practical and legal considerations that, if left unaddressed, could create real problems before the final whistle blows.
The key for HR teams is to get ahead of the game — establishing clear, fair and inclusive policies before the opening match kicks off.
The Time Zone Problem Nobody Is Talking About Enough
The most immediate logistical headache for UK and European employers is timing. With matches taking place across North American time zones, many games will kick off either in the very early hours of the morning or late at night for fans back home. Unlike previous tournaments held in more convenient time zones, 2026 means that employees who want to watch games live will often have to do so outside standard working hours — or sacrifice sleep to do so.
The knock-on effect in the workplace can be significant. Employees arriving tired, distracted or running on a few hours' sleep can impact productivity, concentration and even safety in some environments. HR teams need to think carefully about how they respond to this reality rather than simply ignoring it.
A pragmatic approach might include allowing flexible start and finish times on days following late-night fixtures, enabling remote working so employees can better manage their own schedules, or creating a clear policy on what is and is not acceptable when it comes to watching replays or highlights during working hours.
Being clear and consistent is essential. Whatever approach is taken, it should apply equally to all employees — not just those who are vocal football fans.
Managing Flexible Working Requests During the Tournament
Expect an uptick in annual leave requests, requests for flexible working arrangements and last-minute absences throughout the tournament. Popular match days — particularly those involving England, Scotland, Wales, or whichever nations your workforce supports — will see increased pressure on workforce planning.
HR should consider the following steps before the tournament begins:
- Communicate early. Let employees know the process for requesting time off during the tournament, including any blackout periods if operational needs require it.
- Apply a fair, first-come-first-served policy. If multiple employees request the same day off, having a transparent system avoids allegations of favouritism.
- Consider a flexible working pilot. Some organisations use major sporting events as a testing ground for more flexible arrangements, which can pay dividends in employee satisfaction long after the final.
- Plan for absence. Build contingency into rotas and project timelines to account for increased unplanned absence, particularly the morning after late-night matches.
The goal is to be as accommodating as possible while maintaining fairness and operational continuity. Employees who feel their personal interests are respected are far more likely to remain engaged and productive throughout.
Unplanned Absences: Where to Draw the Line
Despite best efforts, some employees will call in sick when they are not — or simply fail to show up after a big match. HR teams need to have a clear and consistent absence management policy in place that is enforced fairly across the workforce.
This does not mean treating every absence during the World Cup with suspicion. What it does mean is ensuring that line managers know how to handle these situations consistently, that return-to-work interviews are conducted where appropriate and that patterns of absence are monitored without bias.
Importantly, any disciplinary action taken for World Cup-related absence must be applied equally regardless of gender, nationality, religion or any other protected characteristic. Taking action against employees who support one national team but not another could quickly create legal exposure.
Social Media Conduct and Harassment Risks
Sporting events have a way of lowering inhibitions — and not always in a positive way. The World Cup can give rise to increased instances of banter that crosses the line into harassment, discriminatory comments about national identity, and social media posts that reflect poorly on individuals and organisations alike.
HR should take proactive steps to remind employees of the expected standards of behaviour both inside and outside the workplace during the tournament. This includes a refresher on social media policies, clarity on what constitutes harassment and discrimination, and guidance for managers on how to address complaints quickly and sensitively.
Creating an inclusive atmosphere means ensuring that employees who have no interest in football — or who support teams that are eliminated early — do not feel excluded, pressured to participate or subjected to unwanted comments about their nationality or background.
The Bigger Picture: Engagement, Inclusion and Culture
Beyond the practicalities, the World Cup is a genuine opportunity for organisations to demonstrate what their culture is really about. HR teams that approach the tournament thoughtfully — encouraging people to celebrate together, acknowledging the diversity of national loyalties within the workforce and creating moments of shared experience — can come out the other side with a stronger, more connected team.
This might mean setting up a communal screen for key matches, organising a sweepstake that includes all 48 nations, or simply encouraging a little flexibility and goodwill in the spirit of the tournament.
The World Cup 2026 will be over in a matter of weeks. How HR handles it could shape workplace culture for far longer. The teams that plan carefully, communicate clearly and lead with fairness will be the ones lifting the trophy when it comes to employee trust and engagement.