Election Fallout

By Angela Adams, CEBS, SPHR, Director, EEO & Compliance Solutions
Published December 17, 2024

Q: We’ve had a few employees approach us with questions related to the recent presidential election. One asked why we didn’t hold a meeting to explain the impact of tariffs on our business prior to the election, and another inquired if we are going to comment on the fact that Inauguration Day falls on Martin Luther King Jr. Day. Should we be sharing a “corporate view” on any of these issues?

No matter what you share as the organization’s view, chances are 50% of your employee population will be upset. And most likely, they won’t hesitate to tell you that they don’t want your opinion! So, we believe that keeping quiet regarding politics is usually the most employee-friendly workplace solution.

As to the tariffs issue, it’s important to remember that candidates say a lot of things they plan to do. Whether those things happen is another story. Even if an employer believes it may be negatively impacted by tariffs, unnecessarily raising employee concerns about an issue that is beyond the employer’s control may not be productive. Trying to influence employees’ votes may blow back on an employer in negative ways. We would respond to the employee by stating that as an employer, you trust employees to make their own decisions based on their individual best interests.

Remember also that Governor Pritzker recently signed The Worker Freedom of Speech Act, which takes effect on January 1, 2025. It will prohibit Illinois employers from requiring employee attendance at meetings where the purpose is to communicate the employer’s position on religious or political matters. So, this kind of mandatory meeting will be prohibited by law in Illinois beginning in 2025.

As far as the inauguration and the federal holiday coinciding, you didn’t share what the employee thought you should say. If you feel you must make a statement, perhaps encouraging an act of service in honor of the holiday and mentioning the American tradition of the peaceful transfer of power would be appropriate. But again, it may be difficult to say anything without angering some, so it might be best to say nothing. Regarding responding to the individual employee who asked the question, again, you might state that you respect all employees’ viewpoints and therefore do not share an “employer opinion.” 

In both cases, you may want to ask employees how they feel about issues related to the recent election. If they express distress, it’s a good time to remind them of the mental health benefits provided as part of your employee assistance program (EAP) or health insurance.

HR Source members with questions can contact us through the HR Hotline Online or at 800-448-4584.