Social Media And the World Cup: Hitting the Post

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A special thanks to Sarah Parkinson ?for helping me with this week’s article.

Social Media And the World Cup: Hitting the Post

The football World Cup kicks off this weekend (Sunday, 20 November, for those living under a rock). As with all major tournaments, the World Cup has the potential to raise a number of employment law-related issues – multiple employees asking for annual leave at the same time, employees pulling a “sickie” to watch matches, HR headaches such as alcohol at work or staff being hungover, productivity issues such as excessive use of the internet or (never-ending) football discussions with colleagues - to high-value exit negotiations for managers who have once again failed to meet the nation’s over-inflated expectations (feel free to pass my contact details to Gareth Southgate!).

The Qatar Controversy

Additional issues have come to the fore with this year’s tournament being held in Qatar. Ever since football's biggest competition was awarded to Qatar in 2010, it has been shrouded in controversy - with corruption, and bribery concerns over the decision, its treatment of women (including male guardianship rules), and its treatment of migrant workers brought in to build or renovate the eight stadiums being used. But in recent months, its stance on LGBQT+ rights (homosexuality is illegal in the Gulf state) has become a major focal point for criticism of the 2010 decision.

Public Opinion

According to a recent survey by Public First for the consultancy More in Common, 62% of British people believe Qatar’s stance on gay rights should have prevented it from hosting the World Cup, while only 43% think that the England and Wales teams should participate in the tournament. Indeed, when even FIFA’s former president, Sepp Blatter, has stated that awarding the World Cup to Qatar was a “mistake”, you know that this year’s tournament will cause controversy like no other.

Employees’ Opinion

Many employers who have previously embraced World Cup fever, with sweepstakes, matches shown in the office etc, may find it more difficult to do so this time round for fear of upsetting staff or customers. As high-profile footballers, including members of the England, Wales and Australia teams - and broadcaster?Gary Lineker?- voiced their concerns about ?LGBTQ+ people's rights in Qatar, employers should, quite rightly, be bracing themselves for employees taking to social media to proclaim their objection to the tournament - and the debate that will no doubt rage with those who believe, as FIFA do, that people should just ‘focus on the football’ and ‘"let football take centre stage", and that football should not be used as a conduit for criticising the rest of the world.

Employees ‘voicing’ their opinion on social media

We live in a country that prides itself on free speech and freedom of expression. The controversy around the World Cup could deteriorate into a toxic debate. Whilst many individuals may be prepared for that, your employer is likely not.

Whilst an innocuous “Come on England”, or an analysis of the strengths/weaknesses of Iran’s back four, is unlikely to land you in hot water, vocal support for the Qatar tournament, or a thoughtlessly worded critique of what amounts to “anti-Western values” for example, could be a cause for concern - for your employer.

For employees

If you want to talk about, or even just react to others’ posts on, the World Cup, and the surrounding issues, on your social media platforms, it may be worth checking whether your employer has a social media policy that restricts what you can or cannot say, particularly where your social media profile identifies you as an employee.

If you are posting something that could be deemed ‘controversial’, always make it clear in your profile that your views are yours alone and do not reflect the views of your employer. Whilst this may not necessarily avoid a breach of your employer’s social media policy, it may assist in any subsequent argument that you have brought the employer into disrepute.

Perhaps more importantly, remember that your colleagues could be reading your posts, and particularly in your role as a manager and/or a senior executive, may feel uncomfortable if their views do not coincide with yours.

For employers

An LGBTQ+ employee, who is opposed to the World Cup being held in Qatar, may find your championing of the tournament, at best dismissive of their views and, at worst, an insult.?

A smart employer could do well to address this now and before the first ball is kicked. Acknowledge that your employees will likely have strong views on Qatar hosting the World Cup, and explain that whilst expressing their opinion, it is important for employees to acknowledge, and be seen to acknowledge, the views of others.

What could be a well-meaning attack on Qatar’s human rights record could, if badly expressed, amount to discrimination on the grounds of race or religion/belief and leave you and your employer on the receiving end of a grievance or even an employment tribunal claim.?Often, claims relating to religion or belief stand or fall on the manner in which a belief is expressed rather than the belief itself, and this is a key point to bear in mind when posting on social media.

When used properly, social media is a tool for good and a fun way of sharing opinions with like-minded people or of entering into debate with those who hold a different view! As an employee, and more so if you are a senior manager, it is essential to recognise how your social media posts can impact on your employer, your contacts, colleagues and on those you manage.?

Perhaps when perusing the World Cup previews in this weekend’s papers, you could also spare a few minutes to familiarise yourself with your employer’s social media policy?

As for me, as an #Irish #woman with little interest in #football , I’ll be switching to #netflix until it is all over – who has the remote?

As always, feel free to?Get In Touch ?if you’d like advice on workplace disputes or potential disability discrimination claims.?Watch out for more articles from Penningtons Manches Cooper over the next few weeks, exploring Inclusion and Diversity and more.?

Thanks for reading, and please subscribe. I'd love to know your thoughts in the comments below.

?#worldcup2022 #worldcupqatar2022 #employmentlaw #socialmedia #workplaceculture #workplaceconflict #workplaceinvestigations #workplacepolicies