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With the 2024 Paris Olympics now in full swing, flexibility from employers to allow their staff to watch the Games is being encouraged by one public body.
A rather bewildering debate has been occurring under the guise of the 2024 Paris Olympics, as the Advisory, Conciliation and Arbitration Service (ACAS) kicked the hornet’s nest by urging employers to be flexible around allowing time off for their employees to view the global event.
ACAS, a UK-based employment relations organisation, is of the opinion that employers should be more flexible when allowing employees time-off during the Olympics period, hoping that both parties can come to an agreement that allows organisations to stay productive but lets workers scratch their sporting itch.
“Paris 2024 will be an exciting event for many sports fans, but staff should avoid getting disqualified for unreasonable demands or behaviour in the workplace during this period,” said ACAS chief executive Susan Clews.
“For many businesses, maintaining a certain staffing level is critical in order to survive and sprint to that finish line. Employers should have a set of simple workplace agreements in place before the starting gun goes off for the Olympic Games. These agreements can help ensure businesses remain productive while keeping staff happy, too, which are key ingredients for a gold medal winning team line-up.”
ACAS believed that an example of flexibility that employers could use would be to allow workers to come in a little later or finish sooner and then agree when this time can be made up depending on the event that the employee was interested in viewing.
“Allowing staff to listen to the radio or watch the TV may be another possible option. Employers could also allow staff to take a break during popular events. Another option is to look at allowing staff to swap shifts with their manager’s permission,” said Clews.
A worry is that workers may use their sick leave to instead watch the Olympics, which could be problematic for a number of reasons. Prioritising that conversation between the two parties on if an arrangement can be made should be the go-to, rather than investing in other avenues.
Productivity is something that may take a dive throughout this period if employers are unwilling to grant the request of employees for some kind of arrangement. The Olympics is a special event that only occurs every four years and emboldens national pride each time it comes around, resulting in a lot of passionate fans gluing their eyeballs to the television and really investing their time into it.
Although, on the surface, the debate seems rather pedantic, it does offer an insight into how far employers are willing to go to appease their employees.
In Australia, most of the sporting events will be played at times that are rather late into the night and early into the following morning. Arrangements around that could create a more productive workforce instead of knackered employees rocking in after staying up late watching the equestrian or swimming.
“It is important for employers to be fair and consistent with all staff if they allow additional benefits during the Olympics. Any change in hours or flexibility in working hours should be approved before the event,” said Clews.
A successful Olympics campaign for Australia can really galvanise the workforce, similar to the effect that the Matildas had when they went on their run at the 2023 FIFA Women’s World Cup. If employers are staunch about the fact that there won’t be any flexibility in relation to the games, they could find themselves with a disgruntled team.
Overall, it’s an interesting discussion that I’m sure a lot of people, employers, and organisations will scoff at. Regardless, the Olympics always brings out the passion, even in the workplace.
Kace O'Neill
Kace O'Neill is a Graduate Journalist for HR Leader. Kace studied Media Communications and Maori studies at the University of Otago, he has a passion for sports and storytelling.
