Employee Relations, HR

Managing Political Activities in the Workplace

With the election a few days away, you may find that you have employees who would like to demonstrate their allegiance to particular political parties or actively campaign for a chosen party. These activities can be problematical for employers. Park City has produced this brief guide for employers to demonstrate how you can manage political activities in your own workplace in the run-up to the general election on 6th May.

Make it clear to your employees what is acceptable:

You should make your employees aware of what behaviour is acceptable and conversely, what behaviour will not be tolerated. You should communicate to your employees that, if their behaviour disrupts their work or infringes on other employees’ working activities, then they may be disciplined by line managers. As an employer you should always remember that, if an employee’s activities affect other employees from doing their work, you are well within your rights to stop those activities.

You could ban electioneering in the workplace:

If you believe that electioneering (such as the distributing of political leaflets or the promoting of candidates) is disruptive, then you are within your rights to take action to prevent the disruption and to stop the detrimental effect this may have on the company.

Use your HR Department:

In order to prevent your employees from being able to claim discrimination under the Human Rights Act and to demonstrate that you are treating all your employees in the same way, you should give all employees the chance to
contact your HR department with any concerns that they may have about your decisions regarding political activities in the workplace. You should also clearly communicate your clear expectations of what is and what is not acceptable in the workplace.

Extremist views in the workplace:

If you have someone in your organisation who overtly displays extremist or racist views or whose behaviour intimidates or harasses other employees, then you are entitled to take action to prevent this from continuing. Racist and extremist views can have negative affects on other employees and also damage the reputation of your company.

The key is to have very clear policies with regards to what is acceptable in terms of political activities in the workplace and to deal with individual incidents as and when they occur. As an employer you are responsible for the welfare of all your employees and as such, you must stay aware and alert to recognise any activities that may be taking place in your place of work.

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Saul HunnaballSaul Hunnaball
15:44 12 Aug 22
We have worked with Park City for our HR and Health and Safety support for many years now and have always received an excellent service.Carley is our Consultant and she is always so helpful, as are... her colleagues when she is unavailable.I would highly recommend Park City.read more
Lea CuttingLea Cutting
08:31 27 Jul 22
Park City have worked with us for many years, advising and guiding us regarding HR and Health & Safety, along with supplying valuable training.We work with many people in several areas of expertise,... Sara Godfrey, Jennie Galione, Ashley Williams, Sam Parcell, Stephanie Devans, Poppy Hayhoe.They build confidence within our company and are always available with support and advice.They provide a consistent, professional, hands-on service, second to none!Thank you from DH Industries Limited.read more
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The team at Park City offer us the right level of service needed to confidently run a small business. They keep us up to date with UK policy HR requirements, help us manage any staff changes or... issues and policy documents. The team are informed, friendly and remain professional in my experience.read more
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The DS Group have been working with Park City now for a number of years and we have found their HR services to be invaluable. The service received is always to the highest professional standards and... they have assisted our business in becoming more efficient and effective in all HR matters.My consultant Sam Parcell is always on hand to help answering any questions quickly and professionally and she offers vital guidance, advice and support to us.We as a company will continue to use Park City’s services for many years to come and we cannot recommend them enough!Tracy Norton-Mead, Operations Director at the DS Group.read more
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