Electoral Harassment in Companies: What It Is and How to Prevent It During the 2026 Elections

As the 2026 Elections approach, political discussions naturally gain traction on social media, messaging groups, family conversations—and inevitably enter the workplace.

This year, the first round will take place on October 4, and where a runoff is required, the second round of voting will be held on October 25.

In the weeks leading up to the elections, the challenge for organizations goes beyond preventing obvious attempts to pressure employee voting choices. In a climate of diverging political opinions, instant message sharing, and discussions that easily blur the lines between personal and professional environments, it is essential to recognize where individual expression ends and pressure, embarrassment, discrimination, or electoral harassment begins.

For companies, therefore, this is a matter of prevention, respecting people, risk management, and protecting the work environment.

What Is Electoral Harassment?

According to the Labor Prosecution Office (MPT), electoral harassment involves coertion, intimidation, threats, or embarrassment in the workplace—whether in-person or virtual—designed to manipulate the vote or political expression of workers.

It can occur, for example, when someone:

• threatens professional harm based on an employee’s electoral choice;

• promises benefits or advantages tied to voting decisions;

• pressures workers to vote for or against a specific candidate;

• demands participation in political rallies or events;

• coerces someone into wearing campaign materials or symbols;

• discriminates against, humiliates, or penalizes a person for their political views;

• uses corporate meetings, training sessions, or internal channels to influence voting choices;

• obstructs or hinders the exercise of the right to vote.

One point requires special attention: an explicit threat of termination is not required for a problem to exist. Depending on the circumstances, pressure can manifest in subtle ways, making workplace context critical.

Is Talking About Politics at Work Prohibited?

No.

This is precisely one of the key points to clarify during corporate awareness campaigns. Expressing political opinions, talking about elections, or sharing a personal position is not automatically electoral harassment. The MPT explicitly distinguishes healthy political dialogue from harassment: genuine conversation assumes that individuals can agree, disagree, remain silent, or end the discussion without fear of professional repercussions.

The problem begins when that freedom vanishes.

Freedom of speech does not equate to freedom to coerce another person’s electoral choice. Voting remains personal, free, and secret.

In 2026, Corporate Vigilance Must Be Even Greater

The subject gained reinforced regulatory backing this year.

TSE Resolution No. 23.755/2026 explicitly established that electoral advertising and electoral harassment are strictly prohibited in public or private workplaces, holding parties accountable if they cause or permit such occurrences under current legislation.

In addition, the Superior Electoral Court (TSE), the MPT, and other institutions have intensified preventive actions for this year’s election cycle. In August, the “No meu voto mando eu” (“I Control My Vote”) campaign was launched specifically to combat pressure on voting choices within employment relationships.

This is not a peripheral matter for HR or Compliance. It is a business risk that must enter executive agendas before conflicts arise.

WhatsApp Is Also Part of the Risk Area

Perhaps one of the biggest shifts in the dynamics of electoral harassment takes place beyond physical office walls.

WhatsApp groups, private direct messages, social networks, and other digital channels have dramatically accelerated the speed and reach of political debates.

A study analyzing legal proceedings related to electoral harassment revealed that 67.4% of identified cases occurred virtually, with WhatsApp highlighted as the primary tech tool used. Identified situations included groups dedicated to political campaigning and demands regarding the distribution of campaign materials.

This delivers a clear message to companies: risk does not end when an employee leaves the office or clocks out.

A corporate messaging group remains work-related. A call to action sent digitally can exert immense pressure. A message sent by a manager carries a drastically different weight than the same message sent by a peer.

Therefore, internal guidelines must explicitly encompass digital communications.

Polarization: When Political Debates Affect the Work Environment

Electoral periods naturally increase the flow of opinions, news, polls, videos, memes, and candidate content. As the first round approaches, these topics become increasingly present in daily workplace interactions.

Within organizations, risk arises when political disagreement stops being mere divergence and begins interfering with professional relationships.

Polarization deserves close attention because it can turn legitimate differences of opinion into personal conflicts. In the workplace, this can fracture relationships between colleagues, teams, and leadership, fostering hostility or exclusionary behavior that damages company climate.

The challenge for leadership is not to eliminate differing viewpoints, but to establish boundaries so that those differences do not erode mutual respect and professional collaboration.

Media outlets have highlighted the need for caution regarding political discussions connected to work—including interactions taking place outside the office that remain tied to professional relationships.

This is precisely where preventive measures make all the difference.

First and Second Rounds of the 2026 Elections: Key Weeks Ahead

The first round of the 2026 Elections will take place on October 4. Should a runoff occur, the second round will take place on October 25.

Until then, political polls, debates, broadcast campaigns, news updates, and social media content will continue to fuel conversations inside companies. The period between the first and second rounds can make the environment even more sensitive, as the contest narrows and political differences become more stark.

Therefore, companies should not wait for formal complaints before taking action.

What Companies Can Do to Prevent Electoral Harassment

Organizations do not need to control employees’ political opinions—nor should they. Their role is to set clear boundaries so that differences are treated with respect and do not improperly disrupt working relationships.

Key measures include:

1. Guide Leadership Teams

Managers must understand that their hierarchical position alters the perceived weight of their statements and actions.

2. Establish Clear Guidelines for All Employees

People need to distinguish between personal expression, political discussion, campaign advertising, and conduct that constitutes pressure, coercion, or harassment.

3. Encompass Digital Communication Channels

WhatsApp, Microsoft Teams, corporate email, and other tools used professionally must be included in internal guidance.

4. Reinforce Respect for Differences

Political disagreement does not justify humiliation, intimidation, discrimination, public exposure, or differential professional treatment.

5. Protect Freedom of Choice

No employee should be pressured to reveal their vote, endorse a candidate, attend political events, or adopt a specific political stance.

6. Prepare HR, Compliance, and Whistleblowing Channels

Complaints linked to the electoral period must be received and evaluated with seriousness, strict confidentiality, and objective criteria.

7. Communicate Before the First Round—And Reinforce Before the Second

Clear, concise guidance now can prevent severe organizational problems later.

A healthy company must be a space free from coercion, intimidation, discrimination, and the misuse of authority to influence political choices. A mature corporate culture does not demand that everyone think alike—it requires that everyone work together professionally despite their differences.

Raising Awareness Around Electoral Harassment Risks at Work

Electoral harassment should not be addressed only after a complaint is filed.

Training programs and awareness campaigns help employees and leaders recognize risk scenarios, understand the boundaries of political expression in professional settings, and know how to respond to inappropriate conduct.

In 2026, prevention takes on added significance given the proximity of the elections, the intensity of political debates, and the speed at which content circulates across digital platforms.

Rather than simply saying “do not talk about politics at work,” an effective educational initiative teaches something far more useful:

You can hold your convictions. Others can hold theirs. What must never be lacking is respect—and what must never exist is pressure on freedom of choice.

For organizations, this protects people, professional relationships, the working environment, and the business itself. In times of polarization, knowing how to navigate differences is a core corporate competency.

TothBe | Electoral Harassment Prevention Training

TothBe has developed a 100% online training module designed to raise awareness among employees and leaders regarding electoral harassment. Covering workplace scenarios, digital communications, professional boundaries, and risk behaviors—all within a concise 10-minute format.

Content can be delivered through the TothBe platform or provided as a SCORM package for integration into your company’s LMS, with full customization available to reflect your internal policies and culture.

The elections are approaching. Prevention must begin before conflicts arise. Prepare your team to recognize boundaries and prevent electoral harassment.

Learn more about TothBe’s Electoral Harassment Prevention Training.

Contact our team: contato@tothbe.com.br