The yard signs have claimed every corner and the campaign ads have claimed your algorithm. Election Day is almost here! With the midterms set for Tuesday, November 3, 2026, employers must answer a ballot question of their own: What happens when an employee’s work schedule and voting plans collide? The answer isn’t a straight-ticket choice. It depends on where the employee works, when the polls are open and, in some states, when the employee requests leave.
This week, we review voting-leave laws across Bradley’s footprint to help ensure your leave policies don’t become a campaign issue of their own. Because this overview focuses on private employers, public-sector employers should review applicable public employment laws and personnel policies.
One Nation, Under Different Voting-Leave Laws
When it comes to voting leave, telling employees they must vote “on their own time” is not a winning compliance strategy. Some jurisdictions mandate paid leave, others provide time off without… Read the complete article here...
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