Political season is upon us and like the rest of the country, your workplace is almost certainly split about which candidates they are going to support. In fact, political discussions in the workplace might be getting a little bit heated in this contentious environment.

Allowing political discussions in the workplace can create a culture of openness and engagement, where employees feel comfortable sharing their views and participating in meaningful conversations. However, such discussions can also escalate quickly, leading to conflict or division among employees, which can harm teamwork and collaboration.

Those with minority political opinions may feel marginalized or excluded if discussions are dominated by a particular viewpoint. Moreover, excessive political talk can detract from work-related tasks and impact productivity, especially if debates become contentious and strain relationships. To address these challenges, employers should strive for a balanced approach that respects diverse beliefs while upholding a professional work environment.

Whether you, as an employer, allow political discussion in the workplace is up to you. Contrary to popular belief, employees of private employers do not have unfettered “freedom of speech” in the workplace under the First Amendment, as the First Amendment generally applies only to government censorship of speech. Accordingly, an employer can regulate political speech in the workplace for legitimate business‑related reasons. This may include, for example, discipline of employees for political speech that disrupts the workplace, violates established policies or standards of conduct, and/or interferes with the efficiency of the business.

There are exceptions for types of speech that overlap with political topics, and some states have their own special protections. In Connecticut, for example, companies can’t discipline or dismiss employees for exercising their right to free speech. That said, all employers can outline their expectations for workplace behavior around politics, notably in the employee handbook or code of conduct.

People are definitely talking about the election. In the lead-up to the November presidential election, the employment website Indeed re-ran a Harris Poll survey originally commissioned in January 2024. While the results were mostly consistent, political talk is ramping up, with 35% (vs. 29% previously) of employees discussing politics at work and 44% (vs. 42% previously) hearing others discussing it.

And not everyone is happy about all this political talk. 54% of employees say they’re uncomfortable with political conversations in meetings, while 28% of workers would consider resigning over political differences at work — and 32% might even leave if the CEO expressed views they disagree with.

The end of the election does not mean the end of election-season headaches for employers. Research shows there is often a decline in job performance after an election due to employees experiencing stress and distractions. Given the dynamics and divisiveness of the current election, this may be especially true.

It is crucial for business leaders to foster an environment that respects diverse opinions while maintaining a professional atmosphere. If not managed appropriately, the workplace can descend into chaos, arguments, finger-pointing and ill will.

It is important to remember that there is more to a person than their political affiliation. You might disagree with a coworker about politics, but you don’t have to be a jerk about it. Though you might get the urge to taunt a fellow employee if your preferred candidate wins and theirs loses, it’s not worth your professional relationship with them. If things get heated, be the bigger person by de-escalating the conflict.

Regardless of who you support, make sure you vote. Voting is the language of democracy. And even if the presidential candidates are not to your liking, there are many issues down the ballot that are important to your local community and your state.