Spectator FAQs 2026

What are the dates of the tournament?

Thursday 9 July – Sunday 12 July 2026

What are the site opening times at Wentworth for spectators during the tournament?

Gates opening times are:

Wednesday 8 July:                          07:00

Thursday 9 July:                              07:00

Friday 10 July:                                  07:00

Saturday 11 July:                             08:00

Sunday 12 July:                                08:00

What is the tournament format?

The tournament will be a 72-hole stroke play event.

The field will play one round on each of the first two days, after which the leading 65 players (and those who tie for 65th place) will go forward to the third and fourth rounds.

In the event of a tie for the first place there will be a hole-by-hole play-off.

What is the tournament prize fund?

USD 9,000,000

Will there be a practice day?

The official DP World Tour practice day is Wednesday 9 September and open to the public.

Where are the practice facilities at the tournament located?

The practice range for the Championship will be located beside the Clubhouse.

Principal Putting Green is beside the 1^st Tee and there is an additional putting green behind driving range.

The short game area for pitching and bunker play is located near to the Manufacturer trucks, beside the range.

What day is the Pro-Am?

The Pro-Am will take place on Wednesday 9 September and the Pro-Am draw will be published on the website.

Will there be a first aid team on site?

Yes, a full medical and first aid team will be available at all times when the site is open.

Are there public toilets accessible around the course?

Yes, there are plenty of public toilet facilities situated around the course and in the FAN ZONE.

CLICK HERE for more information about Accessibility.

Are there water refill facilities available on site?

There are plenty of refill stations on site, please bring a reusable water bottle.

Will there be an information desk at the tournament?

Yes, there will be an Information & Accessibility tent located in the FAN ZONE close to the entrance.

How can I access event information whilst at the tournament?

CLICK HERE to access information about the Genesis Scottish Open.

It is also available via the DP World Tour Spectator Information QR code on site. It is where you will find all the tournament information and updates, including the daily draws, course map, full event schedule and entertainment.  Additional information will be added as soon as it is confirmed.

Is there free Wifi available?

Yes, there is limited wifi available.  No password for the #ETG-Public-Hotspot. The user will need to enter their name, email address, and accept the terms and conditions to onboard onto the network. ‘WIFI Coverage will extend to the following areas: Spectator FAN ZONE, Hospitality and Operational Areas, 6^th, 17^th and 18^th.

Is there a mobile phone charging facility?

No phone charging stations, remember to bring a mobile phone power bank/charger.

Are there grandstands at the tournament?

Yes, there are spectator grandstands.

Grandstand Pass

This ticket specifically provides purchasers entrance into the Grandstand overlooking the 18th Green.

We advise that you take your seat in the Grandstand before 5.30pm. After this time, all seating will become unreserved, and you will not be guaranteed a seat.  This ticket is only valid in conjunction with a ticket allowing entry to the venue/course which must be purchased separately.

Is there any dedicated wheelchair viewing areas located on site?

Dedicated wheelchair viewing areas will be positioned at the 3rd/5th Green, 9th Green, 13th Green, 15th Viewing Platform, 17th Green, 18th Green and Range. Space is limited and available on a first come, first served basis.

CLICK HERE for more information about Accessibility.

Is there a lost property area on site?

Yes, the lost property location is at the Information & Accessibility tent near to the entrance of the FAN ZONE.

Is cash accepted on site?

No, this is a cashless event, contactless payments only.  There is no ATM onsite.

Will there be merchandise available to purchase on site?

A wide range of Official 2026 Genesis Scottish Open event merchandise will be on sale at the Official Event merchandise store, which is located within the FAN ZONE and online.

CLICK HERE for official online DP World Tour Merchandise.

Can I access general information on the ground rules?

Yes, you can access information on the ground regulations at the Genesis Scottish Open 2026 Click HERE

Getting here

We would encourage all guests visiting the Championship to use public transport or other forms of sustainable transport.

CLICK HERE for all travel information.

Where can I purchase tickets?

CLICK HERE to purchase your tickets.

CLICK HERE for Premium experience hospitality bookings and enquiries.

How to access and transfer your digital tickets?

CLICK HERE for information that will help you access and transfer your digital tickets.

Where can I enquire about volunteering?

CLICK HERE for more information about volunteering.

Is there a charity for the Championship?

Yes, the Stephen Gallacher Foundation will have a chipping, putting and driving activation within the FAN ZONE.

CLICK HERE for more information on the Stephen Gallacher Foundation.

Can I bring a bag on site?

Bags and rucksacks are permitted at the Championship. For your safety, security bag searches will be in operation on entry.

Left Luggage

There will not be a bag drop facility at this venue.

Unattended Items & Staying Alert

Please assist our team by not leaving any personal belongings unattended. We ask all guests to always remain vigilant and please report any suspicious items or activity to a member of the team.

Can I bring my own food and drink?

We do allow a small, packed lunch and soft drink in a small backpack.

There are many public catering facilities and on-course catering offerings at the Championship.

No picnic hampers or picnic trollies to be brought into the venue.  It is forbidden to bring alcoholic beverages and glass bottles of any kind into the site.

Specific Dietary Restriction

We do recommend that you bring your own food on site if you have a specific food allergy or intolerance. Individual packed lunches are allowed.

Is there a Public Crèche?

There will not be a public crèche at this venue.

There is a baby changing facility within all disabled toilets at the public catering areas.

Can I bring a child’s buggy/pushchair?
Yes you can. However please be aware of uneven terrain. Children should always be accompanied by an adult.

Vulnerable Person Wristband

Available at the Information and Accessibility tent at the entrance to the FAN ZONE village.

We would suggest offering these to parents with young children and those attending events with vulnerable adults. Spectators who choose to use these simply need to write a contact number on the inside of the wristband and can then complete as much or as little additional information as they wish. For example, some parents may prefer not to add the name of their child.

Lost Persons

Any guest who may have lost contact with their family or friends should make enquiries with an Event Official situated at various locations within the Grounds.

Can I bring a folding chair

Yes, you can bring a folding chair for your personal use.

Are dogs allowed at the tournament?

No dogs are permitted on site, unless they are assistance dogs.

Is there a dress code for the tournament?

It would be recommended to wear casual golf wear. Appropriate footwear is advised as the ground may be uneven in places. Please check the weather forecast before you set off on your journey and remember to bring waterproof clothing and / or sunscreen.

• Remain still for each shot and do not move until all the Players in the group have played or holed out.
• Kneel or sit down if you are in the front row. Consider other spectators when using an umbrella.
• Do not speak to the players while they are on the course.
• Please keep behind the ropes and barriers on the course and use the official crossing points.
• Walk, don’t run, and obey the course marshals – they are trying to make your day more enjoyable.
• There is no dress code in public areas.
• Dress accordingly for the weather conditions. Sensible shoes should be worn. No metal spikes allowed.
• Please listen to any public address announcements and follow instructions from officials and volunteers should they be necessary.

The Use of Mobile Phones

The use of mobile phones is permitted; however, phones must always remain on silent.

Cameras - Cameras are permitted ONLY on Pro Am Day – Wednesday. Cameras are NOT permitted on Match Days – Thursday, Friday, Saturday and Sunday. Although mobile phones are permitted on all five days of the event.

The use of any cameras, computers and other electronic equipment at the Tournament Thursday to Sunday is not permitted other than with the proper accreditation.  Making or distributing broadcasts, commentary, news reports, data, results or statistics by any means in any format or media including any such by mobile phone or other wireless device is not permitted.

Spectators can move freely around the golf course but please stay outside the ropes. Controlled crossing points, which are clearly marked by signposts and manned by course Marshals, should be used when crossing fairways.

Inclement Weather

Observe the leaderboards and big screens throughout the golf course for weather warning signs that will appear prior to inclement weather moving into the area. Spectators are advised to take precautions PRIOR to play being suspended. If the siren sounds, seek shelter immediately, avoiding the following:

Open areas

Hilltops or high places

Isolated trees

Golf buggies

Wire fences

Evacuation Procedure

If it is necessary to evacuate the site, please follow the instructions of the course marshals, volunteers and event officials in an orderly fashion.

In response to the Fair Work First guidance set out by the Scottish Government, European Tour Group has a suite of policies and practices aimed at making the organisation a great place to work. Our approach and how it aligns with Fair Work First Criteria, is set out as follows:

1. Effective Employee Voice

ETG Channels for Employee Voice: ETG ensures its employees have safe, meaningful ways to be heard. Weekly updates from the CEO are shared on our SharePoint site and we run Townhalls every quarter, which all employees are invited to attend.

Collaborative Dialogue and Feedback: Our management training emphasises being “supportive, easy to talk to, [and a] good listener” as core attributes of effective managers. Leaders are expected to hold regular one-to-one check‐ins and team forums (“Check-in’s & 1-1’s” are built into our management framework), ensuring employees have continual opportunities to voice ideas or concerns.

Trade Union and Representation: We recognise the importance of collective dialogue and consult with employee representatives or resource groups on workplace matters. For example, employee-led groups (such as the Women in Golf and Families and Carers Employee Resource groups) have been formed to provide feedback and shape policies on inclusion, demonstrating that we actively involve our people in decisions that affect them.

Respect and Zero Tolerance: Underpinning employee voice is a commitment to a safe, respectful workplace. ETG’s Zero Tolerance Policy on bullying and harassment clearly states “everyone has the right to work in a safe environment” and that any form of intimidation or harassment will not be tolerated. This policy protects staff dignity and encourages speaking up: “No consultant or employee… should engage in or be subjected to conduct that violates dignity… ETG operates a zero-tolerance approach”. By ensuring issues like bullying or discrimination are addressed decisively, we empower employees to voice concerns knowing they will be taken seriously.  All managers and employees attended a 90-minute interactive education session on Zero Tolerance in 2025.

We also provide a confidential SpeakUp whistleblowing line, alongside open-door access to HR and managers, enabling employees to report concerns without fear. Retaliation against those who speak up is strictly prohibited, and all reports are handled sensitively and investigated promptly.

2. Investment in Workforce Development

Workforce Strategy and Culture: ETG’s people strategy is centred on developing an “engaged and empowered workforce” that embraces new ways of working and continuous improvement. We have defined behavioural frameworks (often referred to as One Tour guiding principles) that set expectations for how employees collaborate and innovate. For instance, our guiding principles highlight Inclusivity and Innovation, creating a culture where learning and improving are core values.

Learning Opportunities at All Levels: We provide learning and development opportunities for all employees, from new hires to senior leaders. Formal programmes include leadership development workshops (e.g. “Becoming a Manager at ETG” training for new people managers), technical skills training, and a robust annual calendar of training events. There are two on-line learning portals, one for soft skills and one for technical IT skills.  We also run informal learning sessions such as “Lunch & Learn” knowledge-sharing talks, encouraging continuous skill development in a collaborative setting.

Career Development and Qualifications: ETG actively supports professional growth. We have utilised the UK Apprenticeship Levy to fund recognised qualifications where possible. For example, our Professional Study Policy funds courses and certifications (ACCA, CIMA, etc.) for employees, offering paid study and exam leave to help staff gain new credentials. These opportunities are available to permanent employees who meet basic service criteria, underscoring our investment in long-term career development.

Continuous Learning Culture: Learning at ETG isn’t confined to formal courses. We encourage on-the-job development and coaching. Managers are trained to hold developmental conversations, identify growth opportunities, and act as coaches for their teams. We’ve trained our managers on understanding mental health -  Inclusive Manager Education – Mental Health Awareness sessions to better support team wellbeing. We have a Mentoring programme which also supports employee development.

3. No Inappropriate Use of Zero-Hours Contracts

Responsible Contract Practices: ETG is committed to secure and fair employment contracts. We do not use zero-hours contracts for ongoing roles, and any use of casual or supply engagements is very limited and purpose-specific. In practice, short-term or ad hoc work (such as tournament-specific staffing) is typically handled through fixed-term contracts or supplier arrangements rather than open-ended zero-hour agreements. These workers have the flexibility to accept or decline assignments, and we ensure they are not obligated beyond the agreed terms – aligning with the principle that no worker is “forced to accept work” when on a casual contract.

Not Filling Permanent Needs Casually: We explicitly guard against using casuals to fill long-term vacancies. During workforce planning and recruitment, managers must determine the nature of the vacancy – “Employee, Consultant or Temporary Worker?” – at the outset. This structured decision point, built into our Recruitment Module for Managers, ensures that if a role represents an ongoing need, it is filled by a permanent or fixed-term employee, not by rotating casual labour. In other words, supply contracts are only used when necessary for genuine short-term needs, and not as a way to bypass creating a proper position.

Fair Treatment of Contingent Staff: Even when using supply or casual contracts appropriately, ETG treats those individuals with fairness and parity. Casual workers are not obliged to accept work offered – aligning with a no-compulsion approach. They also receive clear written agreements via agencies with defined terms, so expectations are mutual. Furthermore, our Zero Tolerance policies and workplace standards apply to all workers including contractors and freelancers, meaning contingent staff are protected from any workplace abuses and have access to reporting channels just as employees do.

4. Tackling Inequality & Pay Gaps (Disability, Race, Gender, Age 50+)

Equal Opportunities & Data Transparency: ETG is “proud to be an equal opportunities employer” and has a robust Equality, Diversity & Inclusion (EDI) Strategy to drive workplace equality. All our HR policies reflect a commitment to fairness across all protected characteristics (e.g. age, disability, gender, race, etc.). We collect and analyse workforce diversity data and pay information to identify gaps. For example, we conduct a Gender Pay Gap analysis and publicly report the results annually, in line with UK requirements. This transparency helps us track progress in closing pay gaps. We also encourage staff to voluntarily disclose personal demographic data so we can understand representation and address any barriers.

Policies Addressing Inequalities: A wide range of policies and practices underscore our commitment to inclusion and equity:

Flexible Working & Blended Workstyles: ETG supports flexible and family-friendly work arrangements for all employees. From day one, staff can request flexible working patterns. Our Hybrid Working Principles allow many employees to adopt a blended workstyle (combining home and office work). We also accommodate part-time schedules, remote work options, and flexible hours where possible. Formal flexible working requests are handled through a clear process.

Inclusive Leave and Support Policies: We offer generous family and caring leave policies that often exceed statutory minimums. These include enhanced maternity/paternity leave, parental leave, adoption leave. We recognise challenges like menopause and run an employee led support group.

Workplace Adjustments for Disability: ETG takes active steps to recruit and retain employees with disabilities. We make reasonable adjustments through “Workplace Adjustment Passports” or equivalent arrangements so that any employee with a disability or health condition gets the support needed to perform their role. For instance, if someone has a long-term impairment or a short-term condition affecting work, we document adjustments (modified duties, assistive technology, flexible hours, etc.) to ensure consistency in support. Our policies explicitly “do not tolerate unlawful discrimination based on protected characteristics including disability”, and we embed accessibility and inclusion in recruitment and career development.

Addressing Pay Gaps: We are committed to Equal pay.  Our compensation policies are designed to be fair and transparent.

While we do not implement quotas, as stated in our EDI strategy, “we take lawful positive action to address disadvantages or underrepresentation… e.g., targeted training and encouragement for underrepresented groups, without compromising merit-based selection”. We are signatures of the R&A Women in Golf Charter – by signing this charter, ETG committed to advancing gender equality in our industry. This led to new mentoring schemes for women, involvement in external leadership training scholarships (seven female colleagues have completed a Women in Golf leadership program so far), and reviewing policies to be more family-friendly. Similarly, we partner with external diversity organisations (such as EDGA for disability inclusion in golf) and have internal Employee Resource Groups (ERGs) who provide feedback on policies and help drive an inclusive culture.

5. Real Living Wage Employer

Our HR Pay Policy explicitly states our commitment to competitive and fair wages. As of the latest review, our lowest base hourly rate meets or exceeds the current Real Living Wage rate (which is higher than the National Minimum Wage). This applies irrespective of age or job role, reflecting our view that a fair day’s work deserves a fair day’s pay for all.

6. Flexible & Family-Friendly Work for All from Day One

Flexible Working Culture: Flexibility is ingrained in how ETG operates. We recognise that offering family-friendly working practices is critical to attracting and retaining talent. All employees, regardless of role or tenure, can request flexible working arrangements. This is supported by policy and practice:

Flexible Hours and Part-Time: Many employees work part-time or non-standard hours by agreement. For example, we have employees who work with adjusted start/finish times to accommodate family life.

Hybrid and Remote Work: As mentioned, our Hybrid Working Principles allow most office-based staff to split time between home and office. This trust-based system was adopted group-wide, giving employees control to balance work and personal responsibilities (like school runs or elder care) more easily.

Family-Friendly Leave Policies: ETG provides a comprehensive suite of family leave options, often exceeding legal requirements:

Parental Leave: Beyond statutory maternity and paternity leave, we offer enhanced maternity pay (e.g. up to 26 weeks full pay) and paternity leave (e.g. 4 weeks paid) for eligible employees. We also support shared parental leave and have had employees take advantage of this to share childcare in a way that works for them.

Adoption and Neonatal Leave: Equivalent enhanced provisions are in place for adoption leave. And in line with upcoming legislation, ETG already honours Neonatal Leave for parents of premature or sick infants – providing additional paid time off when a baby is in neonatal care, so parents don’t have to worry about work during critical early days.

Bereavement and Compassionate Leave: We have an individualised approach, combined with manager guidance on how to support someone in such a situation, and want to ensure our employees feel supported as whole people, not just workers. Additionally, time off for other personal crises or public duties (jury service, etc.) is provided beyond statutory minima.

Supportive Culture and Manager Training: Having policies is not enough; we train managers to implement them supportively. Managers are expected to handle flexible working conversations positively and fairly. In performance reviews, managers discuss work-life balance with team members.

7. Opposing “Fire and Rehire” Practices

No Fire-and-Rehire Policy: ETG maintains a strong stance against the practice of “fire and rehire” (dismissal and re-engagement on new terms). We view this approach as a last resort measure not in line with our values of respect and integrity. Our Employee Relations policies commit to meaningful consultation and agreement with employees on any changes to terms and conditions, rather than imposing changes unilaterally. We have never used fire-and-rehire tactics to reduce pay or modify contracts unfairly.

Change Management Through Consultation: When business needs necessitate change, ETG follows a best-practice process:

We communicate transparently about the need for change to employees and, where applicable, to our Employee representatives.

Options are explored collectively – for example, offering voluntary role changes, reselection for new roles, or mutually agreed variation of contracts (with incentives or compensation for changes).

Only if no agreement can be reached and the change is critical would termination be considered, and even then ETG would aim to offer a new contract on terms as close as possible to the original and would do so with notice and goodwill. In practice, this scenario has not arisen in recent years.

Our relationship with employees is built on trust; engaging in fire-and-rehire would severely damage morale and trust, so we avoid it to uphold our “One Tour” culture. There have been no cases at ETG of collective firing and rehiring. This stance aligns with the broader Fair Work principle of job security and constructive employment relations.