But according to HR software provider Cezanne HR, employers may need to think more carefully than usual before launching a workplace competition this summer.
While office sweepstakes are often seen as a harmless bit of fun, the rise of hybrid working has created new challenges around participation, inclusion, and compliance that many organisations may not have considered.
Compliance considerations to think about
"The World Cup can be a fantastic opportunity to bring people together, particularly in organisations where employees don't always share the same workspace," says Paul Bauer, Head of Content at Cezanne HR.
"But employers should be thinking about more than compliance by considering how everyone can be included, regardless of where they're working."
The issue stems from provisions within the Gambling Act 2005 that govern workplace lotteries, often referred to as "work lotteries". Under the legislation, certain exemptions allow workplace sweepstakes to take place without a licence, but only if specific conditions are met.
One of those conditions is that participants must work at the same physical premises.
For organisations operating across multiple offices, supporting remote workers, or running hybrid working arrangements, that requirement can quickly become problematic.
"Many of the rules surrounding workplace lotteries were written long before hybrid working became commonplace," says Paul.
"As a result, there's often a gap between how organisations assume a sweepstake can be run and what the legislation actually allows. Understanding those rules early helps HR teams avoid unnecessary complications."
What about the employee experience?
Beyond the legal considerations, Cezanne HR believes employers should also consider the employee experience.
Workplace activities can play an important role in building culture, encouraging interaction between colleagues, and creating a sense of connection across teams. However, activities that are difficult for remote employees to participate in can sometimes have the opposite effect.
A traditional office sweepstake may work perfectly well in a largely office-based environment. But for organisations with employees working from home, across multiple sites, or on flexible schedules, HR teams may want to think more broadly about how they create engagement during the tournament.
Alternative activities such as prediction leagues, score competitions, quizzes, or charity fundraising initiatives can often achieve the same goal while making participation easier for a wider group of employees.
What Cezanne recommends
"The organisations that get the most value from major sporting events are usually the ones that focus on the employee experience rather than the activity itself," says Paul.
"Whether that's a sweepstake, a prediction competition, or another form of engagement, the objective should be creating moments of connection that work for everyone."
For employers planning World Cup activities this summer, Cezanne HR recommends reviewing participation rules, considering how remote workers can be included, and ensuring any activity remains voluntary and accessible.
Because while nobody wants to be remembered as the person who cancelled the office sweepstake, creating an experience that works for the whole workforce may be the real win.
