Law changes mean the consequences for crossing the line could be more serious than many realise
With the World Cup now in full swing, workplaces across the country – from offices to building sites – are buzzing with football-related conversations and group chat activity, most of which remains harmless fun.
However, HR specialist Kate Underwood warns that major sporting events can sometimes spark issues when banter oversteps the mark from lighthearted ribbing into conduct that leaves colleagues feeling uneasy. Following recent amendments to employment legislation, the ramifications for both staff members and businesses can be far graver than many people appreciate.
Kate Underwood, who established the Southampton-based Kate Underwood HR and Training, explained: “The good banter is easy. Office sweepstakes, winding up a colleague after a bad result or debating whether football is coming home. The problem starts when comments become personal, targeted or continue after someone has made it clear they are uncomfortable.”
Kate noted that numerous workplace difficulties emerged because individuals concentrated on their intentions rather than the impact of their words.
She added: “One of the biggest misconceptions is that saying ‘I was only joking’ somehow solves everything. It doesn’t. What matters is how the comment lands with the other person, not what the speaker meant by it.”
She cautioned that football tournaments could turn into “flashpoints for inappropriate comments about gender, appearance or personal characteristics”. Remarks such as “do women even like football?” or persistent jokes aimed at a single individual can rapidly become an issue, particularly when alcohol flows at post-match gatherings.
Kate said: “The workplace version of ‘it was just banter’ is often where things start going wrong. Most people know where the line is. The issue is when someone keeps pushing after it has stopped being funny.”
UK employment law change in 2026 now in force
The stakes have risen following amendments brought in through the Employment Rights Act. Since April 2026, reporting sexual harassment has qualified as a protected disclosure under whistleblowing legislation, affording workers greater legal protections when raising concerns.
Kate said: “A complaint that starts with somebody saying they felt uncomfortable can now potentially carry whistleblower protection. The bigger risk for employers is often not the original incident but how they react when someone raises a concern.”
She cautioned firms against brushing off complaints, sidelining staff or treating them differently once they have spoken out.
She added: “Employers need to remember that the law protects the person raising the concern. The worst response is to punish the messenger.”
For employers, the answer isn’t to prohibit football banter entirely, but rather to ensure managers are clear about appropriate boundaries and that employees have a straightforward mechanism to voice concerns should issues arise.
Kate explained: “For almost everyone, the football is exactly what it should be: a bit of fun and a good excuse to wind up the desk next to you. The job for employers is simply making sure that if something stops being a joke, there is a safe place for people to speak up.
“Employers must take reasonable steps, such as adding a simple process like an independent reporting line, to ensure whistleblowing is taken seriously.”
