A UK employment expert has warned that changes to employment law in 2026 could lead to workplace 'flashpoints' during major sporting events like the World Cup. With the tournament now under way, offices and building sites are full of football chat, but HR expert Kate Underwood says that jokes can cross the line from harmless banter into behaviour that makes colleagues uncomfortable.
New Legal Protections
Since April 2026, the Employment Rights Act has introduced changes that mean reporting sexual harassment now qualifies as a protected disclosure under whistleblowing legislation. This gives workers additional legal protections if they raise concerns about inappropriate behaviour.
Kate Underwood, founder of Southampton-based Kate Underwood HR and Training, said: "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."
Misconceptions About Intent
Underwood explained that many workplace issues arise because people focus on their intent rather than how comments are received. She said: "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 warned that football tournaments can become "flashpoints for inappropriate comments about gender, appearance or personal characteristics". Comments such as "do women even like football?" or repeated jokes at one person's expense can quickly become problematic, especially when combined with alcohol at post-match gatherings.
Whistleblower Protections
Underwood noted: "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 warned businesses against dismissing complaints, freezing employees out, or treating them differently after they have spoken up. "Employers need to remember that the law protects the person raising the concern. The worst response is to punish the messenger," she added.
Practical Advice for Employers
The solution is not to ban football chat altogether but to ensure managers understand boundaries and that staff have a clear way to raise concerns. Underwood said: "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 an independent reporting line, to ensure whistleblowing is taken seriously.
