Alistair FinchEngland kick off against Croatia on 17 June at 21:00 BST — but with 104 FIFA World Cup 2026 fixtures running from 11 June to 19 July, millions of UK workers are already asking their line managers the same question: can I take time off to watch the matches, and what happens if my boss says no?
The answer is more nuanced than most people realise. There is no automatic statutory right to time off to watch World Cup matches. However, that does not mean employers can refuse requests arbitrarily — and the tournament's North American time zones create some surprisingly worker-friendly scheduling.
No Automatic Right, But Refusals Must Be Fair
Under the Working Time Regulations 1998, workers are entitled to 5.6 weeks' paid annual leave per year and may request to take it at times of their choosing. Employers can refuse leave requests if there is a genuine business reason — insufficient cover, a critical deadline, or a busy trading period — but any refusal must be applied consistently across the workforce.
Consistency is the legal pressure point. If one employee is permitted to work flexibly to watch England vs Croatia on 17 June, employers must be prepared to apply the same standard to staff who want time off for other sporting or cultural events. A policy that effectively advantages football supporters over colleagues who care about different occasions risks claims under the Equality Act 2010 for indirect discrimination.
ACAS, the government-backed Advisory, Conciliation and Arbitration Service, has urged employers to adopt a proactive approach to the tournament. Its guidance recommends that managers open dialogue with workers now — before the group stage kicks off — and document any agreed flexible arrangements in writing. Early agreement avoids the last-minute conflict that led to employment disputes during previous tournaments.
England's Fixtures — and Why the Schedule Helps
One unusual feature of the 2026 World Cup is that all matches are played across North American time zones, between five and eight hours behind BST. For English workers, this creates a schedule that is far less disruptive to the working day than tournaments hosted in Russia (2018) or Qatar (2022).
England's confirmed group-stage fixtures are:
- England vs Croatia — Wednesday 17 June, 21:00 BST (ITV1)
- England vs Ghana — Tuesday 23 June, 21:00 BST (BBC One)
- England vs Panama — Saturday 27 June, 22:00 BST (ITV1)
All three games kick off after normal working hours for most UK employees. Workers do not need to take leave to watch the group stage — they simply need to stay awake on a work night, which is a lifestyle choice rather than a workplace rights issue.
The complications begin in the knockout rounds, which run from 28 June through to the final at MetLife Stadium in New Jersey on 19 July. Later-phase matches involving England or other nations favoured by UK viewers can kick off as early as 05:00 BST. Supporting a team through to the semi-finals or final could mean several consecutive nights of disrupted sleep, and ACAS specifically acknowledges this, recommending that employers consider flexible start times or compressed-hours arrangements during the knockout stages.
All 104 matches are broadcast free-to-air: BBC Sport and ITV share the rights across the full tournament.
Five Options Workers Can Request
If a fixture overlaps with your contracted hours — or you simply need a later start after a night match — these are the practical tools available under UK employment law:
1. Annual leave. Request leave in writing, as early as possible. Under the Working Time Regulations, employees should give at least twice as many days' notice as the leave requested — so one day off requires at least two days' advance notice, though most employment contracts specify longer periods.
2. Flexible hours. For roles that allow it, request a shift in your start and finish time. A worker who watches a 22:00 kick-off until midnight might reasonably ask to begin at 10:00 rather than 08:00 the following morning, making up the time later in the day. This must be agreed before the event, not requested on the morning after.
3. Shift swaps. Shift workers can often arrange swaps with willing colleagues, provided the cover requirements of the business are maintained and the swap is approved by a manager in advance. Many employers run informal systems for this during major tournaments.
4. Unpaid leave. Some employers will grant a short period of unpaid leave for workers who have exhausted their annual leave or who simply prefer not to use it. This is entirely at the employer's discretion and is not a statutory right, but it is a reasonable request if made well in advance.
5. Remote working. For roles where working from home is possible, watching a match during a lunch break, or flexing the working day around an early-evening kick-off, is simpler to manage without affecting business continuity. Discuss the arrangement explicitly with your manager — do not assume it is acceptable without agreement.
What Your Employer Cannot Do
While employers have broad discretion over leave decisions, clear limits exist. Consistently refusing requests from employees of one nationality or background while approving them for others is capable of amounting to indirect discrimination under the Equality Act 2010 — a risk that is heightened when a global tournament draws emotional attachment from workers from many different football-supporting nations.
Employers also cannot penalise or discipline an employee simply for making a leave request. A request for annual leave, granted or not, cannot lawfully be treated as misconduct.
If you believe a refusal has been applied unfairly, raise a formal grievance through your employer's internal procedure. If that fails to resolve the matter, ACAS offers a free early conciliation service — most employment disputes that reach this stage are settled without tribunal proceedings.
For workers in more complex situations — those on zero-hours contracts, agency staff, or employees travelling to watch matches in North America in person — the contractual position around extended absence can be harder to navigate. Seeking advice from an employment law solicitor before making travel arrangements is the prudent step, particularly where contracts contain strict absence or notification clauses.
Start the Conversation Now
The World Cup began on 11 June 2026. England's first game is six days away. Workers who have not yet spoken to their managers about flexible arrangements for the knockout stages are already running short on notice time.
The practical advice from ACAS is straightforward: approach your employer now, make the request in writing, propose a specific and workable arrangement, and get the agreement documented. An employment law expert at Expert Zoom can review your contract and advise whether your employer's response to a leave request has been applied in accordance with the law — or whether you have grounds for a formal grievance.
Legal disclaimer: This article provides general information about UK employment law. It does not constitute legal advice. For guidance specific to your employment contract and circumstances, consult a qualified employment law solicitor.
