The World Cup is one of the rare global events that unites people across cultures, countries, and workplaces. This shared excitement can boost employee engagement, but without clear expectations, it can also create real operational and legal risks. One of the most common challenges is presenteeism, where employees are physically at work but distracted by matches or scores, reducing productivity. High-profile moments—such as the recent US win over Australia—can amplify workplace buzz and increase these distractions.
With roughly four weeks of play remaining, including the knockout rounds and final, both engagement and disruption will likely intensify. By taking a proactive, balanced approach, employers can support team spirit while minimizing risk.
Below is a practical list of key issues and employer best practices:
Attendance and Timekeeping
High-profile matches often lead to schedule disruptions and timekeeping concerns. Employers should expect spikes in PTO requests, as well as potential unscheduled absences and misuse of sick leave. In Washington, employees are not required to provide sick leave verification until after three consecutive days of absence.
Wage and hour issues may also result from:
- Off-the-clock work (e.g., responding to messages while watching games)
- Manager-driven after-hours participation (e.g. texting the team about scores)creating compensable time
- Unauthorized overtime or extended breaks
- Late arrivals or early departures tied to matches
Best Practice: Reinforce timekeeping expectations, require pre-approval for schedule changes, and apply attendance and leave policies consistently across employees. Document decisions and, where appropriate, investigate suspicious attendance patterns.
Related mozzo Resources:
Harassment & Discrimination
The Equal Employment Opportunity Commission's June 4, 2026, National Enforcement Plan (FY 2025–2029) signals a heightened focus on race and national origin discrimination, including bias tied to national identity and perceived favoritism.
Throughout the tournament, employers should be aware that national pride can easily cross the line into inappropriate conduct. Even seemingly benign statements of support—such as jerseys, flags, or themed attire—can raise issues if they include controversial or politically sensitive messaging. Such expressions may also elicit harassing comments from other coworkers tied to nationality, ethnicity, religion, or geopolitics.
Best Practice: Reiterate respectful workplace expectations and train managers to address issues promptly and consistently.
Related mozzo Resources:
Gambling
The World Cup often drives workplace betting pools, similar to March Madness brackets.
In Washington, most informal sports betting pools involving money are unlawful. Even permitted "no-cost" contests may create risk in regulated industries or raise fairness concerns. And any contest may result in workplace conflict over rules, payouts, or outcomes. They can also promote the misuse of organizational resources when pools are organized via official email or messaging tools.
Best Practice: Clearly communicate expectations around gambling and address any violations immediately.
Related mozzo Resources:
HR Tip: Share resources with your employees about mental health services through your EAP or health insurance alongside policy reminders surrounding the World Cup to support those facing gabling or substance abuse issues that may be exasperated by sporting events such as the World Cup.
Substance Use (Alcohol and Cannabis)
Daytime matches may increase the risk of on-the-job impairment, particularly in remote or unsupervised settings. Even minor impairment presents heightened risk in roles involving driving or operating equipment, client safety or care, or high-stakes decision-making. Managers may also hesitate to address impairment due to an informal event atmosphere.
Best Practice: Reinforce drug and alcohol policies and monitor safety-sensitive roles closely. Communicate to managers that policy expectations do not change during major events.
Employer-Sponsored Events
Watch parties can build culture—but also introduce risk related to alcohol use, harassment, and offsite liability. Employees who are not interested may also feel excluded.
Streaming matches on the organization's systems can also overload network bandwidth. Using unofficial streaming sites increases the risk of exposing systems to malware or phishing.
Best Practice: Keep events voluntary, manage alcohol carefully, and ensure all workplace policies apply during social events. If streaming matches, reinforce acceptable use policies and, where needed, consider technical controls.
The World Cup presents a unique opportunity to build connection and engagement at work—but it requires intentional management. Employers that set clear expectations, enforce policies consistently, and equip managers to respond in real time can support the excitement while minimizing legal and operational risk. Archbright is ready to support employers with World Cup issues over the next four weeks.
Eligible members are encouraged to reach out to Advisor Chat in mozzo or the HR Hotline.
Not yet a member? Archbright has just launched a two-week mozzo free trial that includes access to our Advisor Chat for a limited number of messages. Give it a try with your World Cup questions!
Kellis Borek
Kellis Borek : Feb 19, 2026 9:08:57 AM
Archbright Team Member : Jun 18, 2026 8:15:01 AM