Questions over political expression in the workplace have moved back up the HR agenda after a government-backed review recommended restrictions on political badges and symbols worn by NHS staff.
The review, led by Lord John Mann, the government’s independent adviser on antisemitism, examined claims of discrimination, exclusion and racism across the NHS and healthcare regulatory bodies. It found evidence that some Jewish staff and patients felt excluded, intimidated or unable to express their identity openly within parts of the health service.
Among its recommendations was a proposal that NHS staff should not wear political badges or symbols while representing the organisation, prompting wider discussion about how employers should balance freedom of belief with workplace conduct and professional responsibilities.
Political expression or workplace conduct?
Lord Mann’s review drew a distinction between an individual’s right to hold political views and the display of political messaging while carrying out public-facing duties.
The report argued that healthcare settings should remain politically neutral environments and warned that visible political campaigning could affect patients’ confidence in the impartiality of care. It specifically cited displays linked to the Israel-Gaza conflict as examples of political expression that could create concerns for both staff and service users.
The recommendations stop short of restricting religious expression. Instead, the review emphasised that employees should remain free to express their faith and religious identity while at work, while political campaigning and political symbolism should be treated differently.
The distinction, experts say, is likely to resonate beyond the NHS.
Over the past several years, employers across both the public and private sectors have faced growing challenges linked to political and social issues. Debates surrounding the Middle East conflict, immigration, diversity and inclusion initiatives, gender identity and international conflicts have increasingly found their way into workplace conversations and internal communications channels.
The challenge for HR teams often lies in balancing competing rights while maintaining respectful working relationships and ensuring employees feel safe and included.
What can employers restrict?
Kate Palmer, chief operations officer at employment law and HR consultancy Peninsula UK, told HRreview that many employers are uncertain about where the legal boundaries lie.
She said religion and belief are protected characteristics under the Equality Act 2010, meaning employees cannot be treated less favourably because of their religious or philosophical beliefs. But she explained that the law also allows employers to place limits on how beliefs are manifested in the workplace where there is a legitimate business reason for doing so.
“Employees are entitled to their beliefs, and the employer cannot discriminate against them for having said belief. However, an employer can set rules on what the employee does with that belief in the workplace,” she said.
She added that employers could prevent employees from campaigning for causes while at work or displaying political clothing, symbols or badges.
The issue becomes more complex when political discussions take place between colleagues rather than through visible displays.
Palmer said employers should be cautious about attempting to regulate personal conversations but can set expectations around behaviour and mutual respect.
“When it comes to not talking about politics, however, that’s where it gets tricky as no employer wants to censor employees’ conversation. However, you can remind them that they are expected to keep to minimum standards of behaviour and must respect the fact that other people may have different opinions.”
Growing pressure on employers
The debate comes at a time when organisations are facing increased pressure to respond to social and political issues that employees may feel strongly about.
Many employers have expanded employee resource groups, diversity initiatives and internal discussion forums in recent years. While these can create valuable opportunities for dialogue, they can also increase the likelihood of disagreement where political or international issues become part of workplace discussions.
Lord Mann’s review repeatedly stresses the importance of ensuring that staff feel able to attend work without experiencing hostility, exclusion or pressure linked to their identity or beliefs.
For employers outside the NHS, the review serves as a reminder that workplace culture is shaped not only by formal policies but also by the signals organisations send about acceptable behaviour. Clear dress code policies, guidance on workplace conduct and consistent approaches to managing disputes can help reduce confusion when sensitive political issues arise.
Palmer also warned employers to be aware of the legal risks associated with political beliefs.
“Employers should know that unfair dismissal for political opinion is one of the few claims which does not follow the normal rules on unfair dismissal claim eligibility; a claim can be brought from day one of employment rather than six months, or two years previously,” she said.
She suggested that employers consider creating safe spaces where employees can discuss concerns and current events in a way that supports wellbeing while reducing the risk of damaged working relationships.
As the NHS moves to implement Lord Mann’s recommendations, employers across other sectors may find themselves reviewing their own policies on political expression, workplace conduct and employee relations.
William Furney is a Managing Editor at Black and White Trading Ltd based in Kingston upon Hull, UK. He is a prolific author and contributor at Workplace Wellbeing Professional, with over 127 published posts covering HR, employee engagement, and workplace wellbeing topics. His writing focuses on contemporary employment issues including pension schemes, employee health, financial struggles affecting workers, and broader workplace trends.
- William Furney
- William Furney
- William Furney
- William Furney
