As the midterm elections approach, employers are not only preparing for potential workplace implications, they’re also bracing for another inevitability: a mental health impact on their workforce.
“Elections can be a significant source of stress and anxiety, particularly in today’s highly polarized political environment,” Jennifer Birdsall, chief clinical officer at ComPsych, a Chicago-based mental health provider that works with employers. “The uncertainty surrounding election outcomes, combined with constant media coverage, as well as sometimes contentious conversations with family, friends, and colleagues, can contribute to heightened anxiety, frustration, difficulty concentrating, and strained relationships.”
New data out from the American Psychological Association found that 59% of American adults are stressed about U.S. politics — concerns that often bleed into the workplace.
For some employees, the election may be a passing concern. But for others, the stakes may feel much more personal, Birdsall said. That means employers should not assume everyone is experiencing the election in the same way. “For some employees, elections aren’t simply about political preferences, but can touch upon deeply held values and one’s personal identity,” she explained.
And employers, experts said, can make all the difference.
“The workplace climate can make the difference between a person finding healthy ways to reduce and manage that stress, or becoming even more affected in ways that can reduce retention, productivity, and satisfaction,” said Alan Jacobson, a licensed psychologist in Westwood, Mass.
Acknowledging Stress
Perhaps the first step is the easiest: Acknowledge that election-related stress is real and common.
“Don’t pretend this stressor doesn’t exist just because politics can make us uncomfortable,” Birdsall said. “Employers have an important opportunity to acknowledge that major societal events can affect employees’ emotional well-being, without taking a political position or inserting themselves into personal beliefs.”
Employers do not need to weigh in on the election to acknowledge that it may be affecting employees. In fact, a brief, politically neutral message can help signal that employees have access to support without suggesting the organization favors a particular viewpoint, Jacobson said.
“Employers cannot remove election uncertainty, but they can avoid adding to it,” he said.
Remind Employees About Mental Health Benefits
Election season can be a timely opportunity to remind employees about mental health resources.
Employee assistance programs (EAPs) may offer confidential counseling, referrals, and other support. Some employers also provide behavioral health coverage through their health plans, virtual counseling, well-being coaching, or access to mental health apps.
HR teams should explain what is available, how employees can access it, and what confidentiality protections apply. Communications should be specific enough that employees know where to go for help, rather than simply telling them to prioritize their mental health.
Birdsall said election season can be a useful time to highlight these resources because employees who are struggling may be more open to seeking help.
“It’s a powerful time to communicate the well-being benefits available, such as counseling or well-being coaching, as it’s a time when many employees may need help and are willing to connect to care in some way,” she said.
Employers should also consider more than a single reminder. HR could include information about available mental health benefits in an employee newsletter, share relevant resources through the benefits portal, and give managers talking points for directing employees to support.
Train Managers to Recognize When Employees Need Support
Managers are often closest to employees’ day-to-day experiences, but they may not know what is happening outside work. A change in someone’s behavior, difficulty concentrating, or tension with colleagues may have many causes. And the election may be one such cause.
Still, managers should not assume election anxiety is the explanation, nor should they try to act as mental health professionals. Instead, HR can train managers to respond to signs of distress with empathy, maintain boundaries, and point employees toward available resources.
Birdsall said manager training can help leaders feel more confident responding when employees are struggling.
“Managers can also play an important role by modeling respectful communication and creating an environment where employees feel comfortable seeking support without fear of judgment,” she said.
Jacobson recommended that managers keep the focus on work-related support rather than asking employees to discuss their personal beliefs.
“If an employee seems overwhelmed, a manager can privately ask what work-related support would help without asking them to disclose a diagnosis or political position, or to engage in anything resembling a political conversation,” he said.
That might mean asking whether an employee needs help prioritizing assignments, clarifying expectations, or finding time to use an available benefit.
Flexibility and Continued Support
Mental health support doesn’t always require a new benefit. In some cases, flexibility can help employees manage competing demands.
Jacobson recommended allowing reasonable flexibility for therapy appointments, breaks or voting, consistent with workplace policies and applicable law.
Employers can review whether their existing policies provide sufficient flexibility and make sure managers understand how to apply them fairly. That may include allowing employees to use available leave for appointments, take breaks, or adjust schedules.
Also important: Making sure that support doesn’t stop on Nov. 3. For some employees, the days following an election may be even tougher on their mental health. Employees may continue to process the results — or get anxious as they await them. They also may feel more upset or stressed as they follow political developments or navigate disagreements with people in their lives in the days after Election Day.
“There is a lot of uncertainty surrounding election outcomes,” Birdsall said. “That can contribute to heightened anxiety, frustration, difficulty concentrating, and strained relationships.”
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