Scotland’s men’s national football team will compete in its first World Cup since 1998. First Minister John Swinney has proposed that Monday 15 June 2026 be designated as a national bank holiday to mark the occasion. The team’s opening match against Haiti kicks off at 2am BST on Sunday 14 June, with subsequent fixtures against Morocco and Brazil also scheduled late at night. While the prospect of a further bank holiday is exciting, it raises important considerations that employers should be alive to.
Under the Scotland Act 1998, the Scottish Government can advise the Privy Council to declare a bank holiday by Royal Proclamation. If confirmed by the King, a bank holiday on 15 June 2026 will apply across Scotland. However, bank holidays do not automatically entitle employees to paid leave. Entitlement depends on the employee’s contract, and many businesses in the private sector may choose to remain open.
Employers should review contracts and communicate clearly with staff. If bank holidays are included in statutory annual leave, workers will likely receive the day off; however, this is at the employer’s discretion. Decisions should be guided by operational needs, fairness, and consistency to avoid employee grievances.
The World Cup period also poses broader challenges. Past tournaments have seen spikes in unauthorised absences, often linked to late-night fixtures and post-match celebrations. Employers should remind staff of holiday request procedures, apply policies consistently, and monitor absence patterns. Clear sickness reporting process and return-to-work interviews can help manage potential misuse of leave.
Flexibility is advisable during this time. Temporary adjustments, such as allowing early finishes or remote work to accommodate key matches, can improve staff morale and reduce the risk of unauthorised absences. However, businesses must also consider health and safety implications where appropriate, particularly in relation to alcohol consumption, and would be well placed to remind employees of workplace conduct policies around Match Day. Given heightened social media activity during major sporting events, IT and social media rules should also be reiterated to avoid reputational risk.
Employers should also remain alert to interpersonal challenges. Football rivalries can spill into workplace banter, which may cross into harassment or discrimination. Reinforcing Equal Opportunities and Dignity at Work policies will help maintain an inclusive environment.
ACAS tend to issue guidance on workplace issues around the time of the World Cup. Employers should keep an eye out for any guidance issued and ensure they are on top of any potential issues.