General election 2017: How to handle politics in the workplace

“This might include: 

• prohibiting handing out of political materials or displaying same in any format;
• expressing political views to colleagues, customers or suppliers or attempting to coerce any of those groups [about] holding a particular political opinion or taking part in a political activity;
• wearing/sporting political slogans/symbols (badges, ties, etc.);
• implementing policies to prevent employees from using workplace social media or the employer’s IT equipment to harass their colleagues or attribute personal political opinions to the employer.” 

And policy can cover free time, within reason of course. Fallon explains how: “Although you can’t generally interfere with an employee’s free time, you can insist that they don’t act in a way that is detrimental to your business during it.

“A well-drafted policy can set out the permissible restrictions in this respect and make it clear that disciplinary action will be taken in the event any part of such a policy is contravened. 

“Don’t think an employee can rely on the Humans Right Act if they are acting in an intimidating manner to other colleagues - employees do not have the right to express personally-held views in a way that violates the rights of others to be treated with respect and dignity. They can’t avoid being disciplined for political harassment of a colleague on the grounds it is their human right to discuss politics.”