As the country seeks to recover from yet more penalty shootout heartache and with hopes of a “BBQ summer” quickly being washed away, thoughts turn to the next event which may serve to raise the nation’s spirits.

As the country seeks to recover from yet more penalty shootout heartache and with hopes of a “BBQ summer” quickly being washed away, thoughts turn to the next event which may serve to raise the nation’s spirits. In the absence of any further impromptu Royal Bank Holidays, the Olympics and Paralympics being hosted on these shores may just be the answer. With Great Britain’s athletes putting the finishing touches towards their preparation, employers would be well advised to do a little preparation of their own.

There are several potential issues which employers may want to consider. Addressing these issues now and putting plans in place in advance of the Games starting will assist both employers and employees alike.

Handling holidays
One problem that could arise is where several members of staff seek to take leave at the same time during the Olympic Games, whether it is because they have tickets for the events, are volunteering at the Games or are simply seeking to flee from the hustle and bustle altogether. An employer should turn to their annual leave policy first and foremost for guidance, but this unique event may require a little bit more flexibility to be shown. Would a ‘first come, first served’ policy be the best way to deal with any requests, or perhaps drawing names out of a hat for all those that have made requests. Given that the hosting of the Olympics is likely to be a once in a lifetime event, an employer may decide to grant all absence requests by absorbing the workload amongst the remaining staff where possible or seeking extensions of client deadlines to allow for the absence. Whichever option the employer decides to use, it should be fair, consistently applied and transparent.

Addressing absenteeism
Employers may also see an increase in absenteeism amongst staff.   According to Cisco, 28% of employers in Sydney experienced higher levels of absenteeism when the Olympic Games were hosted there, and a recent survey showed that 1 in 4 employers expect higher rates of absenteeism during the London Olympics.  Sending out a gentle reminder in advance highlighting any sickness absence policy and holding return to work interviews after periods of sick leave may discourage staff from taking ‘sickies’ to watch key Olympic events.

Dealing with disruption
A further issue, particularly for employers based in and around the Olympic sites, is the disruption that staff may face trying to go about their normal daily working routines. The commute to and from work will no doubt be affected as visitors descend on the capital city, whether this is due to tube congestion or road closures. Employers may therefore wish to consider some possible solutions, such as allowing staff to work from home or altering start or finishing times so as to make the journey a little easier. Some added flexibility during what is bound to be a hectic time may well increase productivity and also enhance staff morale.

The employment organisation Acas has produced their own tips and guidance to help employers minimize disruption during the Games which can be found here.  As the old saying goes, preparation is key and with some forward thinking, employers should be able to avoid any hurdles put in their way and enjoy the Games.

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