Use our COVID-19 resources to better manage the crisis and feel like you are on the front foot View Resources

Are you ready for London 2012?

The Olympic Games will start on 27 July 2012 and will carry on until 12 August 2012, followed by the Paralympic Games from 29 August to 9 September 2012. There are therefore many dates where employees will be visiting the games and associated events during this period.

The Olympic ticketing process created significant criticism from multiple interested parties, least of all the UK population, who felt that it was unfair. For employers however the results of this process have created a level of certainty that should allow detailed plans for staff holidays and authorised absence during this period to be drafted well ahead of July 2012.

With the Government predicting significant disruption to travel and communications, mobile networks and the internet during the period of the Olympics, it is essential that businesses use the fact that employees know the exact dates and times that they need to book holidays or request authorised absence in order to ensure that their business has the staff resources to continue to operate as normal.

Of course there may be an increase in unauthorised absence of sickness, in which case your policies and procedures need to be robust and applied consistently by management to all those concerned. With positive communication now with staff who have been lucky enough to secure tickets, this potential can easily be avoided to the benefit of both employee and employer.

So, what can you do to try to manage the absence levels though the Olympics?

  • Discuss with employees how to book leave. You may want to remind employees as to Company Holiday Policy and Procedure by issuing a memo.
  • Ask for as much notice as possible for requests to be made; there is no excuse as ticket dates and times have been issued.
  • Consider flexible working request for employees to start work early and leave early, for example, for games they wish to view.
  • There may be also some transport disruption and you may require staff to find alternative means of getting to work (car sharing, biking, etc).
  • Consider introducing a Journey to Work Policy to prevent any confusion amongst employees who may have contractual travelling arrangements as part of their work duties.
  • If possible, you may allow some events to be screened in the workplace. You can agree with staff that whilst they can watch the games, they make up the time at the start or end of their working day.
  • In order to prevent employees to watch the games on line, check that your IT Policy gives clear information about internet access during working time.
  • Let staff know that attendance levels will be monitored and that sickness will be investigated further (i.e. requesting evidence that employees have visited a GP).
  • Be aware that staff going to the pub to watch an event are probably going to have a drink whilst there. If they have to come back to work or you expect them to be in work the following day, it would be worth reminding them that attending work whilst under the influence of alcohol will not be tolerated. Please consider to have an Alcohol and Drugs Policy, if you do not have one.
  • Remember to treat all requests equally: if you decide to let employees watch events in the workplace, give clear guidance as to acceptable behaviour in order to respect other employees.

With under a year to go, planning your business resources with the full input and cooperation of your staff and with all relevant procedures and policies in place, you should be able to enjoy this prestigious sporting spectacle, support your country, whilst also ensuring that business activity is not negatively impacted.

Back to News Listing

Need help quickly?

There's a great deal to manage right now - the Furlough Scheme, returning to work safely. Lean on us for helpful guidance. Book a call (it's free) with one of our HR or health & safety experts.

We will process your data in accordance with our Privacy Policy. You may withdraw this consent at any time by updating your preferences.  We make this easy for you by placing a link to your preferences in the footer of every email we send you.

COVID-19 Resources

How to Apply for a grant through the Kickstart Scheme Latest Updates for Working safely during coronavirus (COVID-19) COVID Outbreak Management Policy Fair Redundancy Process Checklist Guide to Creating a COVID Secure Workplace How to manage the holiday season and reduce the risk of losing staff to self-quarantine Cleaning regimes required for a COVID-19 secure workplace Guidance on Face Coverings in Retail and Shops JULY 24TH Summary of Recent Government Updates Kick Start the Economy Government Announcement Updated guidance for outdoor pools indoor gyms, pools and leisure centres Guidance for the Re-opening of businesses and venues from 11 and 13 July Updated Guidance for Working Safely

Five steps to working safely - display the poster to demonstrate you have followed the guidance Changes To Social Distancing At Work from 4th July 2020 Updated Advice: Coronavirus Job Retention Scheme Step By Step Guide for Employers 7 Traps to Avoid When Making Redundancies During Furlough Redundancy During Furlough Easing of Lockdown for Business but does it apply to you? Changes to the Coronavirus Job Retention Scheme - 10th June 2020 Return to Work Safely FAQs Planning Your Return to Work Top Tips to Prepare your Managers Legionella Risks During the Coronavirus Pandemic Coronavirus-related Statutory Sick Pay Rebate Scheme A List of Helpful Returning to Work Safely Resources Coronavirus Job Retention Scheme extended to end of October 2020 VAT on PPE is now ZERO Managers Top Ten Health & Safety Tips Return to Work Safely Toolkit Managing Emotions when we go back to Work Communications Matrix Top Tips for Mental Wellness Keeping in Touch With Furloughed Workers Manager's Guide to Furlough Leave and Wellbeing Staff Survey - Winning on Furlough Webinar: Working from Home and Winning Social Distancing in the Construction Industry Is your PPE Legal and does it do what it claims? Extension of First Aid qualifications 8 Helpful Tips To Promote Home Worker Wellbeing Free Staff Survey: Working From Home and Winning Maintain Safe Working Conditions COVID-19 HR and H&S Management Checklist COVID-19 Staff Announcement Building Entrance COVID-19 Sign Coronavirus and Home Working Guide
Park City Call Back

We will respond to your call back within 24 hours during business working hours

Please enter your name
×
Ask a question and get FREE advice

Juliet Price is the Managing Director here at Park City and has extensive, specialist knowledge in HR, Health & Safety and staff development. Enter your question below and we'll be back in touch soon with an answer!

Please enter your name
 
Please enter your telephone number
Please enter your question
×
Discover how your people truly feel

Dig deeper into underlying issues, spot opportunities, take action and track progress. Listen , review and take action with real-time reports. Download information about the WeThrive product toolbox, our recommended employee engagement solution.

Please enter your first name
 
Please enter your surname
Please enter your company name
Please enter your email address
Please enter your telephone number
×