The Post-Super Bowl Sick Day Phenomenon

It’s the Monday after Super Bowl LIX (59) between the Kansas City Chiefs and the Philadelphia Eagles. If you’re in HR or workplace management, you might notice something peculiar—there’s an uptick in sick day calls. And if you live in Kansas City, chances are your inbox is especially flooded. Whether it’s the thrill of victory, the sting of defeat, or just one too many wings during last night’s game, the “Super Bowl Monday” sick day is becoming its own workplace trend. It is one of the biggest sick days in the United States.

While this cultural phenomenon might bring a smile—or a groan—it also raises some interesting questions about workplace wellness and how employers can respond.

The Stats Behind the Sick Day Surge

Data collected over recent years suggests that the Monday after Super Bowl Sunday may be one of the most common days for employees to call in sick. The 2024 Super Bowl attracted 210 million viewers, according to Reuters. An estimated 54 million working adults could be hungover at work today, according to The Workforce Institute at UKG.

It is not surprising that nearly 17 million workers planned to miss work on the Monday after the big game, whether due to illness, planned time off, or an unexpected “recovery day.” Eagles fans, having celebrated the big victory, may feel the need to recharge, while Chiefs fans may need to recover from the heartbreak of defeat.

These absences may be a humorous talking point, but they also highlight the impact major cultural events have on our economy. The estimated total cost to businesses reaches nearly $3 billion in lost productivity, according to a study conducted by NetVoucherCodes.

Should Employers Be Concerned?

The short answer? Absolutely not. The slight dip in productivity on this day is hardly catastrophic, and acknowledging it might even strengthen your relationship with employees. After all, understanding and empathy are powerful tools for workplace morale.

What Employers Can Do

Rather than attempting to “solve” this phenomenon after future events, leaders can look at it as an opportunity to prioritize wellness and engagement:

• Introduce a Late Start Policy: Consider offering a flexible start time on Super Bowl Monday to allow your employees a bit of extra rest. This small change could make a significant impact on mood and productivity.
• Celebrate the Occasion: Bring the post-game energy into the workplace!
• Allow Planned Time Off: Encouraging employees to plan their personal day in advance helps limit unexpected absences and manage workloads better.

By showing that you’re attuned to the realities of your team’s lives, you’ll foster goodwill and loyalty that long outlasts “the Monday after.”

A Positive Spin on Super Bowl Monday

The Monday post-Super Bowl doesn’t have to be a source of workplace frustration—it can instead be a chance to demonstrate empathy, connection, and even strengthen your company culture. If your organization chooses to acknowledge and adapt to employee needs on this day, you may even see a rise in workplace morale.

And to all the Chiefs fans out there—we hope your post-game Monday allows you to truly recover. Remember, there is always next year.

What’s your take? Does your workplace do anything to accommodate Super Bowl Monday? Drop your experiences and ideas in the comments below!