"Big" Sam Allardyce, the now ex-England manager, will probably pay more attention to the fine print of his next employment contract.  A well-drafted contract would have unambiguously required Allardyce to further his employer's best interests and not to bring them into disrepute or to create a conflict of interest. As with all employment relationships, he was also obliged not to act in a manner which would undermine his employer's trust and confidence in him.

Some football pundits have said that Allardyce's indiscretions have nothing to do with his ability as a football manager, so why sack him after the media lured him into a well-prepared trap? Indeed, some of his comments, whilst ill-advised, were not out of step with widely-held public views. 

But Allardyce’s ability to do the job is not everything. Errors of judgment, even those made outside the workplace, can reflect poorly on both employee and employer and can affect trust and confidence. Employees are company representatives and can be sacked if their off-the-field indiscretions affect their suitability for the job, impact on workplace or business relationships or affect the employer's reputation. Another former England manager, Glenn Hoddle, lost the job because of unguarded comments he made about disabled people. 

That said, the fatal blow in this case seems to have been Allardyce's apparent willingness to bend his employer’s rules by giving advice on how to "get around" restrictions on player transfers. You can be your employer’s most valuable player, but offering up advice on breaking their internal rules will leave you with no defence.