The report says employers are not required to approve last-minute requests made solely to watch the match or recover from a late night. Holiday remains subject to the workplace’s normal approval process, and an employer can refuse a request if it acts fairly and follows its established rules.
That means a supporter who wants time off should speak to their manager before the fixture rather than rely on the importance of the game as justification.
The position can be different for people with flexible contracts, remote arrangements or self-employed status. The report says those workers may have greater scope to organise their hours, choose office days or schedule a rest day.
For employees with fixed hours, however, a fan gathering or late finish after the semifinal would not normally be treated as a valid reason for absence. Arriving late without approval could still breach attendance rules and lead to the usual workplace response.
Employers also face a balancing act. A major tournament can increase tiredness, lateness and requests for leave, but applying different standards to different staff risks complaints about unfair treatment.
Genuine illness is treated differently from football-related tiredness. The report says some employees may qualify for Statutory Sick Pay after being ill for four consecutive days, provided they meet the relevant earnings and employment conditions.
That protection is not a fallback for missing work after the match. Anyone who is genuinely unwell should follow the company’s reporting procedure. If a qualifying claim is rejected, the report says the worker can ask the employer to explain its decision through the official process.
With the semifinal approaching, the safest plan is simple: request leave early, agree any schedule change in writing and attend work as contracted unless permission or genuine illness says otherwise.