Employee-sponsored Super Bowl pools are illegal. Don’t sanction gambling

Many companies allow their employees to participate in Super Bowl pools. Whether amongst a few workers or with the entire company, many employees get involved with Super Bowl pools in the workplace. These pools, after all, can boost morale amongst employees and add a lot of excitement. Unfortunately, allowing these pools to take place can create issues and should be avoided within the workplace.

Employer Liability. Gambling is illegal, and even though it may seem harmless, Super Bowl pools are considered a form of gambling. Allowing such acts to take place in your business can stir a lot of issues with law enforcement. To avoid any legal problems, it’s important to keep an eye out to ensure your employees aren’t participating in any Super Bowl pools.

Employers may be fined and penalized for allowing such activities. Activities such as Super Bowl pools can negatively affect the business and can cause problems for the employers. While nobody wants to be in charge of putting a stop to the excitement among employees, you have to think about your business and about the potential ramifications of allowing employees to essentially gamble within the workplace. How much risk are you willing to take? That’s the question!

“Gambling”. Don’t be caught violating the law. Many employers and employees may not be aware of the effects of Super Bowl pools but it’s the employer’s responsibility to establish policies against making bets in the workplace.

Find alternative activities to promote good employee relations. Create a football themed contest which allows employees the opportunity to win prizes or host a football themed luncheon to get your staff excited about the big game. There are many activities you can do to boost employee relations around the Super Bowl without sanctioning gambling within the workplace. Finding a great alternative can actually provide great fun for all employees — even those who aren’t too fond of football.

Call us at (818) 845-5584 or email us at info@executivehrconsulting.com if you’re concerned you might be violating this law. We can help you determine if this is the case and can even work with you to find alternative options.