The 2024 Olympics in Paris presents unique challenges for UK employees and employers as events run during work hours.
- Employees are curious about their rights regarding watching the Olympics during work. Legal permissions depend on the employer’s agreement.
- Negotiations or grievances may arise if employers refuse access to live streams, with options to address perceived unreasonable decisions.
- Activities such as calling in sick to watch events could lead to disciplinary outcomes, emphasising the importance of mutual trust.
- Employers can consider flexible work arrangements, ensuring no breach of contract while accommodating interest in significant events.
As the 2024 Olympics commence in Paris, many UK employees are eager to follow the games live. Whether employees can watch these events during work depends largely on employer agreements, particularly if company devices are involved. With no legal right to watch sports during work hours, this largely remains a discretionary matter for employers.
In instances where employers deny permission, employees may consider negotiating for certain allowances. This could include arranging specific times to watch events or requesting access to streaming options within the workplace. If an employee believes an employer’s refusal is unjust, raising a grievance could be a potential course of action.
Falsely calling in sick to view the Olympics poses significant consequences. Such actions breach the employment contract’s implied terms of trust and could be classified as gross misconduct. Employers may resort to disciplinary measures, which could range from a written warning to possible dismissal depending on company policies.
Employees considering flexible working to accommodate Olympic viewing should be informed that formal requests, if accepted, usually result in permanent contract changes. Temporary flexibility needs to be negotiated separately, and employers retain the right to refuse requests if justified by business needs.
Employers may choose to embrace the Olympic spirit by organising viewing events, but must manage alcohol consumption responsibly. Policies around drinking on work premises remain subject to company discretion and the Licensing Act 2003. Employers are reminded of their duty of care to prevent potential claims from incidents linked to work-related events.
Employers interested in offering flexible watch times must understand that any alteration in working hours requires employee consent to avoid contractual breaches. Open discussions may facilitate arrangements to view key Olympic matches without disrupting business operations.
Careful management of sickness during the Olympic period is essential, as absenteeism can impact business. Investigating any dubious sick leaves consistently minimises assumed negative motives, and being flexible with time-off requests could mitigate potential high absentee rates.
Last-minute leave requests during the Olympics do not legally obligate employers to accommodate them, especially if existing leave policies are in place. Employers should reinforce notice policies to manage resource allocation effectively.
The 2024 Olympics pose both challenges and opportunities for workplace flexibility and mutual understanding.
