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date: 26 May 2010

embargo: 00.01hrs Thursday 27 May 2010

Don't score World Cup own goal, TUC tells employers

The TUC has today (Thursday) urged bosses not to score an own goal during the World Cup and allow staff who wish to watch televised games to do so, either away from work or if appropriate, somewhere on the company's premises.

Rather than showing staff the red card for throwing 'sickies' in order to catch the games from South Africa, the TUC believes next month's football tournament is a perfect opportunity for employers to introduce working flexible hours.

Many workplaces already operate a system of flexitime which allows staff the freedom beyond their core hours to come in early and go home early, or get into work late and leave the office later.

The TUC believes that flexible working has real benefits for businesses and also for their workforces, and is calling on those employers yet to embrace greater flexibility to use the World Cup as an opportunity to try it out.

In the run-up to the World Cup the TUC has issued advice for staff wanting to watch the tournament, which is available at www.workSMART.org.uk

The World Cup, taking place between Friday 11 June and Sunday 11 July, has televised games kicking off at various times, with some matches starting at 12.30pm UK time.

England have one game scheduled to kick off during the day, the final group stage match against Slovenia, which kicks off at 3pm on Wednesday 23 June. Should England progress to the knockout stages of the World Cup they are not scheduled to play any further matches before 7.30pm Monday to Friday.

Employers should also bear in mind the one in five UK employees who work outside core hours, many of whom will also want to watch the World Cup, as well as UK based workers of different nationalities who want to watch their home team.

TUC General Secretary Brendan Barber said: 'Of course some people won't want to watch the World Cup, but for those who would like to follow games at home, in the pub, or on the radio or internet at work, the best way to ease tensions is for employers to discuss the issue with staff.

'Rather than impose a blanket ban on football, and run the risk of de-motivating staff and losing hours through unauthorised sick days, we would encourage employers to let people watch the games if they like - and claim back their time afterwards. That way, everyone wins.'

Mr Barber's comments come as a survey by job specialists Simplyhired.com found that more job applicants prioritised work-life balance than pay.

Brendan Barber continued: 'People in England work the longest hours in Europe and we believe rigid working hours contribute to their unhappiness.

'Whether it's about watching great sporting events like the World Cup or collecting children from school, allowing people more flexibility makes them happier and, ultimately, more productive for their employers.

'Employers who adopt flexible working patterns see the benefits because their production rates go up, they have less absenteeism and a more contented workforce.'

NOTES TO EDITORS:

- TUC advice for staff wanting to watch the World Cup will be available at www.workSMART.org.uk from Thursday 27 June.

- The simplyhired.com survey can be found at http://blog.simplyhired.co.uk/2010/02/is-worklife-balance-your-top-priority-in-2010.html

- World cup timetable

11June - 25 June group matches

26 June - 29 June round of 16

2 July - 5 July quarter finals

6 July - 7 July semi-finals

10 July third place match

11 July final

England are scheduled to play in group matches on 12, 18 and 23 June. Two of the games start at 7.30 pm, but England vs. Slovenia will begin at 3pm on 23 June. FIFA world cup match schedules are available at http://tinyurl.com/29eqavk

- Employers should remember that for many workers their home team is not England.

- Flexible working

Common types of flexible working include; part time - working less than the normal hours; flexi time - choosing when to work (with a core period during when you have to work); annualised hours (when your hours are worked out over a year); compressed hours - working your agreed hours over fewer days; staggered hours (different starting, break and finishing times for employees in the same workplace); job sharing - sharing a job designed for one person with someone else; homeworking - working from home.

- The right to request flexible working

Anyone can ask their employer for flexible work arrangements, and many employers are willing to consider such requests sympathetically. However, the law also provides some employees with the statutory right to request a flexible working pattern. To qualify, you must; be an employee, but not an agency worker or in the armed forces; have worked for your employer for 26 weeks' continuously before applying; not have made another application to work flexibly under the right during the past 12 months.

You will then have the statutory right to ask if you; have or expect to have parental responsibility of a child aged 16 or under or a disabled child under 18 who receives Disability Living Allowance (DLA); are the parent/guardian/special guardian/foster parent/private foster carer or are the holder/ spouse/partner/civil partner of a residence order and are applying to care for the child; are a carer who cares, or expects to be caring, for an adult who is a spouse, partner, civil partner or relative; or who although not related to you, lives at the same address as you.

Under the law your employer must seriously consider any application you make, and only reject it if there are good business reasons for doing so.

- The TUC has welcomed the new coalition Government's pledge to extend the current right to request to all employees.

- All TUC press releases can be found at www.tuc.org.uk

- Register for the TUC's press extranet: a service exclusive to journalists wanting to access pre-embargo releases and reports from the TUC. Visit www.tuc.org.uk/pressextranet

Contacts:

Media enquiries:
Liz Chinchen T: 020 7467 1248 M: 07778 158175 E: media@tuc.org.uk
Rob Holdsworth T: 020 7467 1372 M: 07717 531150 E: rholdsworth@tuc.org.uk

Press release (1,100 words) issued 27 May 2010