Can You Sack an Employee for Pulling a Sickie During the World Cup: USA 2026 Update

With the 2026 FIFA World Cup now underway across the USA, Canada, and Mexico, employers across the UK are bracing themselves for a familiar headache: staff absences, poor performance, and the inevitable “sickness” calls that follow big England fixtures.

This time, the time zone challenge is bigger than ever. With matches spread across North American venues — from New York on the East Coast to Los Angeles on the West — kickoff times for UK viewers range from around 5pm all the way through to 5am. That means employees watching late-night or overnight games could be turning up exhausted, underperforming, or simply not turning up at all. As an employer, it’s worth understanding exactly where you stand.

Can you be fired for calling in sick when not sick?

Yes — and as an employer, you have more grounds to act than many people realise. If an employee calls in sick but their absence is not genuine, this can constitute sickness absence fraud. A single instance is unlikely to amount to gross misconduct on its own, but it may still warrant a formal investigation. Where there is a pattern of absences coinciding with sporting events, or where the dishonesty is clear and provable, dismissal for gross misconduct becomes a very real possibility.

The key principle is that any disciplinary action must be fair and proportionate. As an employer, you will need to consider the individual’s employment record, the impact of their absence on the business, and whether a reasonable investigation has been carried out before any decision is made.

What factors should employers consider before taking action?

When assessing whether to pursue disciplinary action following a suspicious absence, employers should ask themselves:

Does this employee have a history of short-term absences around sporting events? A one-off absence is very different from a recurring pattern. If previous absences have tended to fall on days following major fixtures, that pattern of behaviour strengthens the case for formal action.

How long has the employee been with the business? Employees with less than two years’ service have not yet accrued full unfair dismissal rights (This will be changing to 6 months from 1st Janaury 2027 – Mishcon De Reya). This gives employers more flexibility to act, provided they can show the employee has failed to meet conduct or attendance expectations. Those with more than two years’ service are entitled to the full protection of unfair dismissal law, so a thorough, documented process is essential.

What is the impact on the business? An absence that leaves a ward short-staffed, disrupts a production line, or lets down a client will carry more weight than one that has minimal operational effect. The greater the impact, the stronger the justification for formal disciplinary action.

Can I get sacked for lying about being sick?

Yes. Lying about being sick — for any reason — can amount to gross misconduct and may lead to dismissal. Employment law specialists at Bhayani HR & Employment Law note that where an employee deliberately misrepresents their sickness to get time off work, employers have the right to investigate and, where appropriate, dismiss.

The dishonesty itself is often the issue, not just the absence. A failure to attend work is one thing; actively deceiving an employer about the reason crosses into territory that fundamentally damages the trust and confidence that employment relationships depend on.

Can you be dismissed for sickness absence fraud? A real-world example

In 2021, digital content producer Nina Farooqi was dismissed by her employer after she called in sick and attended the England v Denmark Euro 2020 semi-final at Wembley. Her bosses spotted her on live television celebrating behind the goal as England scored, visibly wrapped in an England flag. She had not believed she would be granted the day off at her employer, composite decking firm Composite Prime in Bradford, so she called in sick and caught the lunchtime train to London.

The company’s director said that while it was an exciting time and they would have encouraged attendance given the opportunity, their employee had lied — and that was the reason for the dismissal. Nina herself acknowledged the consequence was fair, even if she said she would do it again.

This case is a useful reminder that in the age of broadcast television, social media, and smartphone cameras, the risk of being caught is far higher than it once was.

Can employers use private investigators?

It depends on the circumstances, but in some cases — yes. If an employer has reasonable grounds to suspect that a sickness absence is not genuine, and particularly where there is a history of such absences and a significant operational impact, it may be deemed proportionate to appoint a private investigator.

However, this step should not be taken lightly. Employers must be able to justify the decision as reasonable and proportionate, and any evidence gathered must be obtained lawfully. The use of covert surveillance is never a first response.

If a private investigator does obtain evidence of an employee attending a football match while signed off sick, that evidence can be used in a subsequent disciplinary process. However, the employer must still follow a fair procedure — gathering evidence is not a substitute for a proper investigation and hearing.

Can an employer investigate sickness absence?

Yes. Employers are fully entitled to investigate suspected sickness absence fraud. This might include reviewing absence records, checking social media, speaking to colleagues, or — in more serious cases — appointing an investigator as described above. Employers should always invite the employee to an investigatory meeting before any formal disciplinary action is taken, giving them the opportunity to explain their absence.

A well-documented investigation protects the employer against claims of unfair dismissal and demonstrates that the process has been fair and thorough.

Can an employer sack you for misconduct outside work?

In certain circumstances, yes. While what an employee does in their own time is generally their own business, conduct outside of work can still be grounds for dismissal where it has a direct bearing on the employment relationship. Attending a football match while claiming to be too ill to work is a clear example — the conduct (being at a stadium) directly contradicts the representation made to the employer (being unwell).

The connection to the employment relationship must be clear and demonstrable for out-of-hours conduct to justify disciplinary action.

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Can I be disciplined for being hungover at work?

Yes. This is an area that often catches employees off guard. Arriving at work in a state that impairs performance — whether from alcohol the previous evening or a late night watching football — is not protected. If an employee’s conduct or capability at work is affected by a hangover, an employer has grounds to raise this formally.

Repeated instances, particularly where they follow a pattern around sporting events, can escalate from a conduct matter to something more serious. In roles where safety is critical — operating machinery, driving, healthcare — attending work while impaired could in itself constitute gross misconduct.

Is being hungover a valid reason for sick leave?

No — and taking sick leave specifically because of a hangover is not regarded as legitimate sickness absence. A hangover is the self-inflicted result of a lifestyle choice, not an illness. While a severe hangover may genuinely leave someone unable to work, calling in sick on that basis is likely to be viewed unsympathetically by most employers, particularly if there is a pattern of it happening around sporting events.

Can I call in sick because I’m hungover?

Employees may feel it is safer to call in sick rather than turn up impaired, and in some circumstances that calculation makes sense from a safety perspective. However, employers should be aware that this is happening and that the sickness absence, if not genuine, can be investigated and treated as misconduct.

If this is becoming a recurring issue with particular members of staff, addressing it proactively — through a return-to-work conversation or a formal absence review — is far better than allowing a pattern to develop unchallenged.

The best approach: proactive communication

The most effective way to avoid sickness absence problems during a major tournament is to address them before they arise. Employers who communicate openly about fixtures, offer flexible working where possible, and make clear what the consequences of dishonest absences are will generally experience fewer problems.

Practical options worth considering include:

• Allowing employees to request annual leave for specific fixture dates
• Offering shift swaps between staff who are and aren’t interested in football
• Introducing flexible start and finish times around key games
• Where practical, providing somewhere for staff to watch matches together

Sandra Berns, director of CentricHR, has noted that open dialogue between employers and employees ahead of sporting events can prevent a culture of resentment from developing, and that small gestures of flexibility are often valued far more than their practical cost.

However, flexibility is not a one-way street. Employees remain contractually obliged to attend work. Where they choose dishonesty over an honest conversation, employers are entitled to respond accordingly.

FAQ

Can you be fired for calling in sick when not sick? Yes. Deliberately misrepresenting a sickness absence to get time off work can amount to gross misconduct and lead to dismissal, particularly where there is evidence of dishonesty or a pattern of behaviour.

Can I get sacked for lying about being sick? Yes. The dishonesty itself can be the primary basis for dismissal, independent of the absence.

Can you be dismissed for sickness absence fraud? Yes. Sickness absence fraud — where an employee falsely claims to be ill — is a disciplinary matter that can, in serious cases, result in dismissal for gross misconduct.

Can employers use private investigators? In some circumstances, yes. Where there are reasonable grounds to suspect fraud and a significant business impact, the use of a private investigator may be proportionate. However, this should be a last resort and handled carefully.

Can an employer investigate sickness absence? Yes. Employers have the right to investigate suspicious absences through absence records, return-to-work interviews, and formal investigatory meetings.

Can an employer sack you for misconduct outside work? Yes, where the conduct has a direct bearing on the employment relationship — such as attending a football match while claiming to be ill.

Can I be disciplined for being hungover at work? Yes. Impaired performance at work, whatever the cause, can be grounds for disciplinary action.

Can I call in sick because I’m hungover? Technically an employee may choose to do so, but it is not a protected or legitimate basis for sickness absence and can be treated as misconduct.

Is being hungover a valid reason for sick leave? No. A hangover is not an illness and is unlikely to be accepted as genuine sickness absence, particularly in a pattern around sporting events.

What happens if your employer finds out you lied about being sick? The employer should conduct a proper investigation, invite the employee to a hearing, and may ultimately dismiss for gross misconduct depending on the evidence and circumstances.