During an election period, companies should pay particular attention to how political matters are handled in the workplace.
Employers, managers, and employees need to understand the boundaries between the legitimate expression of political opinions and conduct that may be considered electoral harassment. This distinction is important both to protect employees’ individual freedoms and to reduce risks for companies.
What is electoral harassment in the workplace?
In general, electoral harassment occurs when coercion, intimidation, threats, humiliation, or undue pressure are used with the aim of influencing or manipulating an employee’s vote, political support, or political expression.
Special attention should also be given to differential treatment based on political beliefs or opinions, including decisions involving hiring, promotion, disciplinary measures, or termination of employment.
Another important point is that such conduct does not necessarily have to come directly from the employer. It may involve managers, supervisors, company representatives, and may even occur between coworkers.
What types of conduct require particular attention?
Certain situations in the workplace deserve special attention. Examples include:
- promising employees a benefit on the condition that a particular candidate is elected;
- pressuring employees to disclose whom they intend to vote for;
- using threats or possible employment-related consequences to influence an employee’s political choice; and
- distributing campaign materials for a particular candidate through pressure, promises, or intimidation.
The key principle is to preserve employees’ freedom of choice and prevent professional relationships from being used as a means of exerting pressure over political decisions.
Social media and political freedom
Social media is another area that frequently raises questions for companies and employees.
Employees are free to express their political opinions and beliefs on their personal social media profiles, subject to the limits established by law.
However, this freedom does not mean that employees may use the company’s brand, uniform, equipment, or other elements that identify the company to demonstrate support for a candidate or political party without authorization.
The objective is to preserve both the employee’s individual freedom and the company’s image and legitimate interests.
What about Election Day?
Companies should also pay attention to how their activities are organized on Election Day.
Business activities should be arranged in a way that allows employees to exercise their right to vote. Creating obstacles that prevent or make it difficult for employees to go to the polls may result in legal consequences.
For Brazil’s 2026 Elections, the Superior Electoral Court (TSE) also provides that voters who need to work on Election Day must be allowed to leave work for the time necessary to exercise their right to vote. (Justiça Eleitoral)
What are the risks for companies?
The consequences of electoral harassment may extend beyond the employment sphere.
Depending on the circumstances of each case, there may be labor, civil, administrative, and even criminal consequences. Companies may also be subject to inspections, Terms of Adjustment of Conduct (TACs), and legal proceedings involving individual or collective damages.
The issue remains particularly relevant during the current election period. In 2026, Brazilian labor authorities have continued to emphasize that coercion, intimidation, threats, or pressure aimed at influencing workers’ votes or political expression may constitute electoral harassment. (MPT-PA/AP)
Prevention, guidance, and compliance
During an election period, prevention is an important approach for companies.
Training, guidance for managers, internal awareness campaigns, and clear rules of conduct can help maintain a respectful and professional workplace.
Respecting employees’ freedom to vote is also a matter of compliance and risk prevention.
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