Don’t be fooled. Business leaders and HR professionals are not just spectators in the political arena – we’re the ones implementing the policies that emerge from the 2024 election.

Talivity’s stance is to exercise our rights to go and vote, and use the privilege of having a platform to encourage other employers and citizens to do the same and spread awareness. Grab your next best Gen Z friend, relative, intern, and make sure they exercise their rights.

We don’t take a side, but we aim to help you navigate whatever direction your company takes. So, let’s take a nonpartisan look at where the Democrat and Republican presidential tickets stand on three crucial employment issues – Labor Rights, Paid Family Leave, and Childcare – on top of other key issues.

In politics, today’s stance could be tomorrow’s compromise, so consider this a snapshot of our country’s rapidly evolving political landscape.

⚒️ Labor Rights and Union Support

Both VP nominees, Tim Walz and J.D. Vance, showed support for organized labor by joining United Auto Workers picket lines in 2023.

But their legislative records tell different stories:

🔵 Walz (D): Signed a comprehensive labor bill granting paid sick leave and banning captive audience meetings and non-compete agreements.

🔴 Vance (R): Opposed the PRO Act and voted against the joint-employer rule, citing concerns for small businesses.

👪 Paid Family Leave

Family leave is a hot-button issue, with candidates taking different approaches:

🔵 Walz (D): Signed a bill granting Minnesota workers up to 20 weeks of paid family and medical leave annually, effective 2026.

🔴 Vance (R): Introduced legislation to modify FMLA, preventing employers from reclaiming health premiums for those who don’t return to work after leave.

🍼 Childcare Initiatives

Childcare support is increasingly seen as a workforce issue, with divergent proposals:

🔵 Walz (D): Announced $6.2 million in grants for childcare businesses, linking childcare access to workforce participation.

🔴 Vance (R): While critical of universal childcare in the past, now advocates for policies “good for all families.”

Beyond These Issues, Candidates Differ On:

🏢 Department of Labor Regulations – Kamala Harris (D) would likely continue current DOL initiatives on overtime, independent contractor classification, and federal contract wages.

🇺🇸 Immigration Policies – The RNC is proposing tougher border policies and potential restrictions on visas (including employment-sponsored visas) for immigrants who’ve used government programs.

🏦 Economic Policies – Donald Trump (R) is proposing a 10% tariff on imported goods, while both candidates support making restaurant worker tips tax-exempt.

📜 Regulatory Approach – Trump pledges to reinstate the “one in, two out” rule for new regulations and focus on canceling ESG considerations in retirement investments.

Meanwhile, states like Illinois and Minnesota are expanding workplace protections, including new anti-discrimination measures for family caregiving responsibilities and reproductive health decisions.

What Does This Mean for HR and Recruitment?

• Policy Agility – Develop flexible policies that can adapt to various potential outcomes.
• Compliance Readiness – Stay informed about both federal and state-level changes that could affect your workforce.
• Strategic Planning – Consider how different policy scenarios might impact your talent acquisition and retention strategies.
• Employee Communication – Prepare to clearly communicate any policy changes resulting from new legislation.

The 2024 election will undoubtedly shape the employment landscape. The role of HR leaders is to stay informed, anticipate changes, and build adaptable strategies that support our organizations and employees, regardless of the political outcome.

Stay informed on how election outcomes could reshape your recruitment strategies.

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Katie Fortunato

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President, Talivity Katie Fortunato is a passionate, purpose driven entrepreneur and executive. She is the President and co-founding employee of Talivity (formerly RecruitmentMarketing.com), a leading B2B marketplace for talent acquisition professionals. She oversees the company's growth efforts, strategic direction, content production and operations, and is dedicated to building a world class community to help navigate and improve the ever-evolving recruitment marketing landscape. She has held various roles across talent acquisition, media and entertainment. Her career began in recruiting where she was a hiring manager for a national workforce solutions provider, then worked at AOL and later as the Director of Partnerships at Dow Jones & Co, specifically for The Wall Street Journal, where she launched new lines of business. Katie also moonlights producing new works by emerging theater artists. She supports initiatives helping people move their lives “onward and upward” as the President of the Onward & Upward Foundation.