Sophia HamiltonThe Punjab Kings take on Delhi Capitals this week in the Indian Premier League 2026, and millions of fans across the United Kingdom — many with roots in South Asia — will be juggling work schedules, time zones, and subscription streaming to catch every ball. But as the IPL schedule clashes increasingly with UK working hours, a question has been landing regularly in employment lawyers' inboxes: can your employer actually stop you watching cricket at work?
The answer, as with most employment law questions, is nuanced — and knowing your rights could save you from a disciplinary hearing.
The IPL Time Zone Problem for UK Workers
IPL matches are played in India Standard Time (IST), which is 4.5 hours ahead of BST during the UK summer. A 7:30pm IST start translates to 3pm BST — squarely in the middle of a standard UK working day. A 3:30pm IST afternoon game begins at 11am BST.
This means fans working 9-to-5 in offices, warehouses, or on zero-hours contracts face a genuine dilemma: miss the live match, watch streams on a phone, or take annual leave.
The Punjab Kings vs Delhi Capitals fixture is one of the most anticipated of the 2026 IPL season, with both sides fighting for a playoff spot. For UK fans, the question is not just whether PBKS will defend their recent form — it is whether their employer's IT and conduct policies entitle them to check scores on a work device.
Can Employers Ban Score-Checking During Work Hours?
Legally, yes — employers can restrict personal internet use on work devices and during contracted hours. The Advisory, Conciliation and Arbitration Service (Acas) confirms that employers are entitled to monitor and limit use of work equipment for personal purposes, provided they have communicated this clearly in their acceptable use or internet policy.
However, the situation is more complex than a blanket ban suggests:
Proportionality matters. A five-second score glance on a personal phone during a break is unlikely to meet the "gross misconduct" threshold. Employers who issue formal warnings for minor, non-disruptive personal phone use during break times may face unfair dismissal claims if they later dismiss an employee for such behaviour without following proper disciplinary procedures.
BYOD policies vary. Many UK employers operate "bring your own device" arrangements where employees use personal smartphones for some work functions. If your employment contract or IT policy does not explicitly address personal use of personal devices during breaks, a restriction on checking IPL scores is harder to enforce.
Religious or cultural sensitivity. Employment lawyers advise that applying disciplinary action disproportionately to workers who check IPL scores — a sport with strong cultural significance for British South Asian communities — while tolerating equivalent distraction for other groups could give rise to indirect race discrimination claims under the Equality Act 2010.
Flexible Working and the IPL Season
A growing number of UK workers are exercising their right to request flexible working arrangements — a right that applies from the first day of employment under the Employment Relations (Flexible Working) Act 2023. For cricket fans facing repeated IPL clashes with work hours, a temporary flexible working request — for example, shifting start times earlier for the duration of the tournament to enable an earlier finish — is a legitimate route.
Employers must deal with flexible working requests in a reasonable manner within two months. Refusal must be on specific statutory grounds. An employment law specialist can advise on whether your request has been handled correctly and what options are available if it has been rejected without adequate reason.
Fantasy Cricket and Workplace Rules
Daily fantasy sports platforms — which allow users to build virtual teams and compete for cash prizes based on real match performance — have grown significantly in UK popularity. The Gambling Commission classifies most daily fantasy sports products as gambling under the Gambling Act 2005, meaning platforms must be licensed.
For workers, the practical risk is twofold:
- Using employer networks to access DFS platforms during work hours may violate IT acceptable use policies, even if the personal device restriction is unclear.
- Gambling-adjacent activity on work devices can feature in disciplinary proceedings more seriously than simply checking scores, particularly in regulated industries such as finance or healthcare.
Acas guidance suggests that employers with specific gambling policies should ensure those policies clearly define what falls within their scope. If your employer's policy was drafted before DFS platforms became mainstream, there may be genuine ambiguity about whether fantasy cricket competitions constitute gambling for policy purposes.
What If You Face Disciplinary Action?
If your employer has issued a warning or commenced formal disciplinary proceedings over IPL-related conduct, an employment law specialist can help you understand:
- Whether the employer followed the Acas Code of Practice on disciplinary and grievance procedures
- Whether the sanction is proportionate to the alleged misconduct
- Whether any element of the treatment could constitute indirect discrimination
- Whether you have grounds to appeal the decision
The PBKS vs DC match may be the centrepiece of your cricket week — but it should not become the centrepiece of your disciplinary file. If you are unsure of your rights, speaking with a qualified employment lawyer before responding to any formal notice is advisable.
Expert Zoom connects UK workers with experienced employment law solicitors for same-day video consultations. Whether you are an employee seeking advice on a workplace policy or an employer looking to update your acceptable use guidance before the IPL season intensifies, our legal specialists are available now.
