The political climate of 2024 is high stress and high stakes. Sometimes it seems like the days of agreeing to disagree are behind us as a society, which I for one find disheartening. The endless media and social media exposure of the political divide is exhausting and makes it nearly impossible to avoid political conversations. No matter where your political beliefs lie, as a business leader it is essential to maintain a healthy and accepting work environment during times of heightened tension.

A recent study by the American Psychological Association (APA) titled “Stress in America Survey” found that in 2016, 52 percent of adults surveyed reported significant stress following the presidential election. In 2024, that number is now 69%. And a large percentage of Americans expressed concern about the potential for large-scale election-related violence (74 percent).

Years ago, it was probably normal not to talk about politics much in the workplace, but in today’s landscape, expecting employees to keep quiet about these topics is unrealistic. Many individuals are more passionate than ever about their political beliefs and there are policies that directly influence the PHCP-PVF supply chain.

As an employer, it is first important to understand your and your employees’ rights when it comes to free speech in the workplace. “Freedom of speech” in general does not apply private employers – Constitutional freedoms in the Bill of Rights generally restrict state action by the government, not private employers who decide how to manage their workforce.

In the same vein, according to Fisher Phillips, private sector employees have a right to engage in concerted activity under the National Labor Relations Act (NLRA) for purposes of collective bargaining or other mutual aid or protection.

Under Section 7 of the NLRA, concerted activity includes statements made for the purpose of initiating, inducing, or preparing employees for class action, such as discussions of higher wages, changes in work schedules, and job security. Therefore, certain political discussions that impact the terms and conditions of employment would fall under the NLRA, while political activity unrelated to employment concerns would not be protected. Fisher Phillips also explains that federal anti-discrimination laws don’t directly protect political activity or speech, but your workers’ activity or speech could trigger those laws, and you’ll need to check your state laws before taking action: Some states prohibit generally adverse actions. against an employee based on political expression, while others offer no such protection.

Now that we’ve covered some of the logistics, here are some tips for managing political tension in the workplace, gathered after researching the topic: