Workplace politics: key HR insights for 2025

Politics is no longer staying outside the office. Our 2025 Politics in the Workplace survey shows that political tension is changing how employees work and interact, and what they expect from their employers.

This election year brings heightened polarization, economic uncertainty and over 400 new or revised laws. HR leaders are under mounting pressure to balance compliance, company culture, and employee wellbeing.

Learn more about our findings from our 2025 Politics in the Workplace survey and what they reveal about just how deeply politics is influencing today’s workplace and employers’ growing challenge to maintain connection and compliance.

The rising impact of workplace politics

Politics is becoming a growing source of distraction and anxiety at work. Our research shows that 27% of employed Americans say politics has distracted them at work- a 42% increase from last year.

Younger generations feel the strain most. Gen Z and Millennials are nearly four times more likely to be affected by than Boomers:

• 29% of Gen Z say the political environment over the past year has distracted them from their jobs
• 28% of Millennials feel the same way
• In contrast, only 7% of Boomers report this

What’s driving this anxiety?

• Wage and income policies top the list at 30%
• Reproductive rights and healthcare access follow at 15%
• Immigration policies rank third at 13%

Last year’s survey highlighted similar concerns, but the increase from 19% to 27% of employed Americans who said the current political climate has distracted them from their job signals a growing trend. In 2024, political distraction was an emerging issue. Post-election in 2025 it’s becoming a significant productivity challenge.

Political disagreements are escalating

Nearly two-thirds (64%) of employees have experienced or witnessed a political disagreement at work in the past year. Among them:

• 11% say the number of disagreements have escalated
• 8% report they’ve become more hostile or disruptive

Differences between generations remain stark:

• 42% of Gen Z report having a political disagreement at work
• Compared to just 9% of Boomers

Last year, 38% of employees reported having a political disagreement at work. The jump to 64% (including those who have witnessed disagreements) shows how much more common – and intense – these conflicts have become.

If unmanaged, these tensions can erode trust, collaboration, and overall engagement.

Policy gaps and governance challenges

Despite rising tension, 47% of workplaces have no policy governing political discussions – up slightly from 45% last year, showing little progress in addressing a growing issue.

Employees themselves remain divided on whether that’s the right approach:

• 53% believe workplaces should restrict political discussions
• 47% oppose such restrictions

Where policies do exist, they often include:

• Guidelines to limit political activities or discussions (21%)
• Strict prohibitions on political conversations (17%)

The lack of clear guidelines around politics in the workplace continues to leave organizations vulnerable to cultural and compliance risks, particularly as political tension grows.

Leadership expectations and cultural risk

The era of corporate neutrality is fading. Our survey found:

• 38% of employees believe leaders should speak out when political issues intersect with company values
• 40% think leaders should remain neutral

Yet only 23% of employees believe their company puts people before reputation when navigating politically charged topics. This disconnect can damage trust and engagement.

Last year, nearly half (46%) said leaders should avoid political topics entirely. The shift toward expecting leaders to engage – strategically, not personally – reflects changing employee expectations.

Workplace civility: why it matters more than ever

Political conversations can quickly shift from constructive to divisive. When civility breaks down, organizations feel the impact across engagement, retention, and even compliance.

• 30% of employees say political discussions create more anxiety in the workplace
• 28% believe these conversations create unnecessary division among employees

These percentages have stayed the same over the last year. This suggests that while the volume of political conversations have increased, the emotional toll remains significant.

HR leaders should focus on fostering a culture of respect and inclusion. A working environment where diverse viewpoints can coexist without undermining collaboration and employee engagement.

HR policies on workplace politics

Political discussions in the workplace can be challenging for employers to manage. While employees have the right to express their views, unchecked political debates can lead to tension, reduced productivity and even claims of discrimination. This is where clear HR policies on workplace politics become essential.

Key components of HR policies on workplace politics

1. Respectful conduct. Set clear expectations for civil, professional discussions.
2. Boundaries for engagement. Allow personal opinions but prohibit campaigning or using company resources
3. Protect rights. Ensure policies don’t restrict legally protected activities.
4. Consistency. Apply rules fairly to avoid bias or discrimination claims.
5. Clear communication. Articulate expectations on the above and send reminders if needed.

Actionable steps for HR leaders

To navigate this complex landscape, HR leaders should:

1. Develop clear, inclusive guidelines to navigate office politics and navigate organizational politics
2. Train managers on conflict resolution and respectful dialogue
3. Provide resources for employee well-being during politically charged times
4. Monitor generational and cultural differences to tailor communication strategies
5. Promote civility as a core competency through leadership behaviors and employee engagement programs
6. Encourage open communication and transparency in key decisions to align with organizational goals.

These steps can help reduce risk, maintain compliance and protect workplace culture for the long term.

Politics in the workplace is not a passing trend, it is becoming a permanent factor that organizations need to address when shaping policies, managing culture, and supporting employees.

HR leaders should create frameworks that foster civility, clarity and inclusion to better facilitate workplace politics.