The tides of corporate life are shifting. Millennials and Gen Z, in particular, expect companies to align with their values and support them in showing up authentically. Employees are more vocal, not just about their jobs but also about the political, emotional, and systemic issues they care about. Employers are more accessible and outspoken about their mission.
But with greater visibility comes greater risk. The line between personal and professional is much more blurry, and a persistent fear lingers: If you speak out, will it cost you everything?
I learned that fear early on. In college, I worked part-time at a local outlet shop that I loved until a new manager arrived playing favorites and creating tension. After a few of us raised concerns about what we believed was discrimination, my hours dropped to a single weekly shift, and I was pressured to sign a write-up I didn’t agree with. It was clear I was being retaliated against and the experience left me discouraged for years.
Today, the workforce looks different in a lot of ways. Diverse voices have more platforms and more visibility, and speaking up can lead to change.
What hasn’t changed is the risk of professional consequences.
The truth is, most corporate experiences will fall somewhere between showing up fully and maintaining professional boundaries for the entirety of your career. There’s room to be yourself, but you’ll also work alongside people, and sometimes leaders, whose values don’t match yours and whose judgements may be shaped by personal bias more than company policy. That’s why knowing how to navigate “the system” and protect yourself is important.
To learn where to start, I spoke with Breanna Jackson, an HR generalist with more than seven years of experience and host of the Human Not Resources podcast. She shared how to understand your rights, spot red flags, create boundaries, and safeguard your career without silencing who you are.
When policies leave gaps, stay in control
Nearly half (42%) of the women in InHerSight’s audience say their company has no clear policy on personal activities or social media, leaving many unsure what is or isn’t acceptable on their own time and on their own platforms.
Jackson’s first piece of advice: fact check that assumption by going straight to your employee handbook. “In this day and age, there should be some sort of policy about social media use and conduct,” she says. Even if it wasn’t clearly explained during onboarding or discussed with your manager, companies often define the basics like acceptable posting behavior, what counts as confidential, and general expectations for representing the team.
If, in fact, nothing is explicitly stated, you need to use your best judgement to read between the lines. “If there’s no policy, technically the employer has no say so in what you’re posting or doing,” Jackson explains. But, she cautions that this doesn’t give you the greenlight to say or do anything “at the expense of the company.”
Most states in the U.S. follow “at-will” employment, which allows employers to terminate employees at any time for any lawful reason. That means that even without a formal policy, leadership can swiftly take action if they believe your activities damage company reputation, violate confidentiality, or create conflict.
Some states like California, New York, and North Carolina, have “off-duty conduct laws” that protect employees from discipline for lawful activities outside of work (think advocacy or posting opinions on social media), but protections vary, and loopholes exist, particularly if an employer can argue that your actions harm the business.
As Jackson puts it, “HR gets involved if there’s a problem for the employer, and if [your actions are] causing issues in the workplace.” Employers weigh context like:
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Did an infraction occur during work hours?
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Were you representing the company in paraphernalia or by name?
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Did your comments or actions relate directly to your role or workplace?
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Could your remarks be interpreted as offensive in a way that reflects poorly on the company?
From an employer’s perspective, leadership still has to tread carefully when taking action on an employee’s off-the-clock conduct. If they make a misstep, they risk violating labor laws and exposing themselves to costly investigations.
Case in point: In 2019, the National Labor Relations Board (NLRB) ruled that Chipotle violated federal labor law when an employee was fired for tweets about wages and working conditions. Stories like this show that even when an employer believes they’re protecting the company, their responses can backfire.
The bottom line is, in the absence of formal company policy, both state and federal laws still apply to you and your employer. Don’t let ambiguity in company policy put you in a vulnerable position. Arm yourself with the facts so that you know what could put you at risk, and what protections you have under the law.
Protective basics:
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Understand your right to concerted speech. Under the National Labor Relations Act (NLRA), employees are protected when speaking out together about workplace issues. “If your employer is violating [rights], you need to make sure that you advocate, because it could be happening to other people too,” Jackson says.
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Get familiar with state laws. Learn your state’s wrongful termination rules, as well as where law tends to side with employers, so you can understand your options if you ever need to challenge feedback or decisions.
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Use company values as a shield. Jackson recommends using your organization’s state values as both a guide and a form of protection, especially if your actions under question align with what the company says it stands for.
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Advocate with intention. “Don’t be afraid of speaking what’s true to your values or nature,” Jackson says. Just be sure to speak your truth in a way that avoids promoting disruption, avoids harmful language, and keeps focus on the issue, not a specific person.
Stand firm in work-life separation
A big part of mental and emotional safety at work is knowing where to draw the line. Boundaries help you stay professional without overexposing your personal life.
Sometimes that means stepping away from conversations that feel inappropriate or push you to share more than you want to. “You don’t have to share information with anyone about anything you feel uncomfortable talking about,” Jackson reminds us. That includes your religious beliefs, political opinions, and everything in between. If a colleague brings up a hot-button issue, you can simply redirect the conversation or walk away.
You might be thinking, “But why can’t I bring my whole self to work?” The reality is that some boundaries will always be necessary, and separation is healthy. Personally, I avoid politics and religion at work. Not because I don’t have opinions, but because I steer clear of topics that could trigger discomfort, make colleagues feel defensive, or spark heated debates unrelated to our jobs.
Jackson agrees, adding, “I’m not saying to silence your voice. I’m not telling you how you should think or how you should say it. But maybe, the opinion you have doesn’t need to be said in the workplace.” Keeping those conversations off the clock, on personal time, on personal platforms, and in private makes it harder for an employer to claim your views are causing problems at work. “You don't have to be in fear of your opinion because you don't have to give anyone the power to know anything that you don’t want them to know.”
Another important boundary, Jackson highlights, is breaking up with hustle culture. If you’re always “on” and responding to work at a moment’s notice, you’re signaling that your job owns your time. And when you don’t respond, people notice.
“It’s okay to focus on yourself.” Jackson says. That simple, but powerful, act of self preservation can help protect your energy and keep you out of the line of fire.
Guardrails to keep in mind:
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Draw the line between work and personal life. Keep your professional identity separate from your personal views. Taking social media as an example, “with the exception of LinkedIn”, Jackson says, “you should not be posting unless they’re sponsoring and paying you.”
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Remove yourself from discomfort. If a topic feels inappropriate or invasive, you can opt out. No additional explanation on your part needed.
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Lock down your profiles. ”I always recommend everyone go private. Not everyone needs to see what you’re doing. Unless you’re a business or influencer, keep your personal social profiles to friends and family,” Jackson suggests.
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Keep coworkers in context. “Not everyone at your workplace is your friend,” Jackson warns. Build trust before sharing personal information, and remember that some colleagues may not have your best interests in mind. A personal favorite to remember, “your job is not your family.”
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Never mix work resources with personal business. Don’t use company devices, not even to check personal email. “Keep your work separate,” Jackson advises, noting that maintaining a clear disconnect reduces the risk of blurring lines between your job and private life.
Be your own HR
Knowing the rules and setting boundaries are only half the battle. You also have to prepare to protect yourself if you suspect something is starting to go, or has already gone, off track.
Yes, HR exists, but as Jackson points out, “you need to be the HR for yourself, too.”
That means watching for red flags like changes in how you’re being treated, documenting incidents, and building a paper trail that can back you up later. “In all situations, if you notice something off or if certain behaviors seem retaliatory, start tracking it. Document everything,” she says. Even if it never escalates to legal action, having clear records gives you a timeline and can reveal warning signs that you may have otherwise missed.
“Take your performance review as an example,” Jackson says. “There were previously no issues. Now disciplinary action is being taken on the basis of poor performance. Is it really because of actual metrics?” If an employer can’t point to specific, documented concerns in the past, that’s a sign to armor up. A sudden shift in evaluations can, in some cases, point to unlawful discipline or retaliation.
Under federal law, workplace discrimination or retaliation for report concerns is illegal. This includes being targeted because of your race, religion, gender identity, age, or otherwise. Retaliation in these instances can take on many forms like reduced hours, demotion, or termination.
If you’re beginning to notice a pattern, act early.
“There are lots of resources out there for free help like the Equal Employment Opportunity Commission (EEOC). There are pro bono employer employment lawyers who can also look into your rights,” Jackson says. Many states also have their own labor boards or human rights commissions to investigate retaliation claims.
This can all sound a bit scary and feel intimidating, but Jackson encourages a different mindset: “Just like people are afraid of retaliation, they’re afraid of change. But change can be a good thing. Change may be what’s best for you to continue to do what you want to do and be impactful in the workplace.”
In other words, protecting yourself isn’t just about defending yourself in the moment. Sometimes you may need to find a new environment where your contributions are valued. “If your employer is allowing inappropriate behavior and poor management, do you really want to stay there?”
It might come across as privileged to say that, but Jackson reminds us, “You have a lot more power in the workplace than you think.” That power lies in being proactive about your circumstances, documenting your experiences, and laying the groundwork for change whether that’s improving your current environment, or going somewhere that values what you bring.
