Politics in the break room

Politics in the break room? Here’s how HR can keep the peace (and their sanity)

The election’s over. Labor won. The campaign posters are (mostly) down. But political chat? That’s still simmering in the kitchen, on Slack, and maybe even in your team meetings.

And it makes sense. Politics is personal. Whether it’s about healthcare, taxes, the cost of living or climate action—people have strong views. But when those views start creating tension, distraction, or drama at work, it’s time for HR and people leaders to step in.

Here’s how to keep political conversations respectful, without putting duct tape over people’s mouths (tempting though it may be).

1. Name it. Don’t pretend it’s not happening.

Trying to ignore political conversations is like ignoring a passive-aggressive email thread. Everyone sees it. Everyone feels it.

Instead, acknowledge the reality:
“We know people are still processing the election and might want to talk about it. That’s totally valid—but it needs to happen in a way that keeps things respectful and inclusive.”

That one line can take the heat out of a situation before it starts.

2. Set boundaries without killing the vibe

You don’t need a shiny new ‘Politics at Work’ policy. You already have the tools: your Code of Conduct and EEO (Equal Employment Opportunity) Policy.

These cover:

• Respectful communication
• Creating a safe and inclusive environment
• Protecting people from discrimination and harassment

So remind your team: “We’re not banning opinions. But we are upholding respect.”
No bullying, no mocking, no turning the microwave area into a debate stage.

3. Give managers a playbook (not a panic attack)

This is where things often go pear-shaped. Managers get caught in the crossfire with complaints like:

• “She rolled her eyes when I said I voted Greens”
• “He’s pushing memes about Albo in the team chat”
• “I just want to do my job without being dragged into a debate”

Give managers simple tools to respond. Like:

Handy questions to de-escalate or redirect:

• “Can we park this chat for now? I’m keen to make sure everyone feels comfortable in this space.”
• “I get that you care about this issue—how can we keep the convo constructive?”
• “Do you think everyone here feels safe contributing to this discussion?”
• “Is this the right time and place for this chat?”
• “Let’s focus on what we’re here to do—and keep personal views personal for now.”

If someone raises a concern, remind managers to:

• Listen without judgement
• Reiterate the need for respectful behaviour
• Escalate to HR if it’s getting heated or discriminatory

4. Bring it back to common ground

Most people want the same things—to feel safe, respected, and not judged for their views.

So, shift the focus from who’s “right” to how we behave at work. Encourage curiosity over conflict. Remind your team that you can disagree without being disagreeable.

If people feel like they’re walking on eggshells, your culture will take a hit.

5. Pause the campaigning (during work hours, at least)

You’re not banning democracy—you’re just keeping things neutral during work time.

That means:

• No campaign posters on desks
• No political slogans in Teams names
• No surprise soapboxes in the kitchen

You don’t have to shut it all down forever. But while emotions are high, a clear “pause” helps people breathe easier.

6. Know when it’s not politics—it’s a breach

Let’s be clear. Political chat is one thing. Racism, sexism, homophobia or transphobia? That’s not a “viewpoint”. That’s unlawful behaviour.

Under your EEO and Discrimination Policy, these behaviours must be called out and addressed. It’s not optional.

So make it easy for people to:

• Recognise when something crosses the line
• Report it safely
• Trust that you’ll follow it up

Silence in these moments can do real damage. Action builds trust.

Final word (and a slice of cake)

Handled well, political discussions can build understanding and spark great conversations. Handled badly, they divide teams and quietly push people out the door.

So keep it simple:

• Set the tone early
• Hold the line on respect
• Equip your managers
• And remind people what kind of workplace you actually want to be

And if it’s all still feeling a bit too much?

Cake. Always cake.