- Key insight: Learn how predictable sporting events are forcing shifts in workforce scheduling strategies.
- What's at stake: Unmanaged absences risk costly productivity losses and uneven operational coverage.
- Expert quote: Proactive planning protects productivity and fairness, says Michael Puck, HR innovation fellow at UKG.
- Forward look: Prepare for similar needs to during future major events.
- Source: Bullets generated by AI with editorial review
A record number of employees
More than 26 million people are planning to
While the majority of these employees have been preapproved for time off, or have planned to have their duties
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In addition to leaving employers and teammates in a lurch, this level of absenteeism could result in lost productivity to the tune of $5.2 billion, by UKGs estimates. The Super Bowl is just the first in a line of major sports events that could have a similar impact this year, including the NCAA March Madness Tournament and the Fifa World Cup.
Benefit leaders can work with managers to create clear time-off options and communication practices that they can then use with their teams. Options for shift switching and incentives that encourage work on popular days off are a few ways to keep essential jobs covered, says Michael Puck, HR innovation fellow at UKG.
"For benefits leaders, proactive planning protects both productivity and well-being. It reduces stress, improves fairness and prevents situations where a few employees shoulder the burden because others opted out at the last minute," he says.
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Puck explains how to put time-off benefits and policies in place to ensure post-game absences aren't left to chance.
Why should managers be proactive in discussing time off options for major events and holidays, rather than waiting to see who shows up?
Major events like the Super Bowl create predictable absenteeism, not surprise disruptions. UKG research shows many employees want to plan ahead, whether by requesting time off or swapping shifts, and are less likely to call out last-minute when expectations are clear. Addressing coverage early signals respect for employees' personal lives while reinforcing that work still needs to get done.
What are good ways to incentivize employees to work on popular days off?
Premium pay and bonuses are effective motivators, but they're not the only levers. Many employees respond just as strongly to flexibility and choice. Offering future time off, preferred scheduling later in the week, or the ability to trade shifts creates a sense of fairness and reciprocity.
Recognition also matters. Publicly acknowledging employees who step up through leadership shout-outs, team rewards, or small perks reinforces that their effort is noticed, not expected. Even simple gestures like meals or wellness benefits can build goodwill.
The most successful incentives give employees agency. When workers feel they're opting in rather than being pressured, organizations see more volunteers and fewer call-outs. A balanced approach that combines pay, flexibility and appreciation is more sustainable than relying on compensation alone.
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How is strong communication directly connected to people showing up?
Consistent communication builds trust before attendance is tested. When managers regularly talk about scheduling expectations, coverage needs and time-off options, employees don't have to guess how situations will be handled. That clarity reduces anxiety and discourages last-minute decisions.
For benefits leaders, this is about enabling managers with repeatable habits, not one-off reminders. Clear communication creates psychological safety, encourages responsible planning, and keeps attendance challenges from turning into morale issues when major events inevitably come around.
