Undocumented workers and the employers who rely on them are currently facing significant anxieties.
The return of Donald Trump to the presidency has brought with it strong anti-immigrant sentiments. His pledges include mass deportations, expanded nationwide raids, and the use of local law enforcement for immigration enforcement. Both immigrants and their employers remember past ICE raids on immigrant workers in various industries, which had devastating consequences.
For the workers, these raids resulted in detention and deportation. Employers experienced sudden labor shortages and, in some instances, business closures. Despite this challenging environment, the U.S. economy continued to depend on undocumented labor, albeit in a less obvious manner across various sectors.
Now, with Trump’s second term underway, American employers can no longer ignore the presence of these workers. Ignoring the issue will not protect either the undocumented workers or the employers who will continue to need their labor, regardless of federal policy.
From construction sites in California to factories in Georgia and elder care facilities in Maine, undocumented workers are already present, contributing, and vital to key sectors of the economy. They are not waiting to join the workforce; they are already an integral part of it. What they lack is not capability or drive, but workplace security.
This is where business leaders need to step up. A system that benefits from someone’s labor while denying them protection is not only ethically wrong but also a significant operational risk. If you value inclusion, now is the time to demonstrate it. If you believe in growing the American economy, now is the time to act. This requires more than just a statement; it requires building an infrastructure that specifically protects your most vulnerable workers, regardless of whether they have disclosed their immigration status.
Here’s how employers can support undocumented workers:
Establish a confidential support fund
Immigration-related emergencies can quickly disrupt a worker’s life. However, few companies offer assistance unless an employee reveals their situation, which is a problem because most undocumented workers cannot afford to self-identify.
A confidential support fund can offer financial aid to workers facing hardship, without requiring them to disclose their immigration status. Employers should present this fund as a general resource for employees and families in crisis, allow anonymous requests, and simplify the approval process. This is not just charity, but a form of contingency planning that benefits both employees and the company.
Prepare managers to lead without requiring documentation
Employers should train their managers on how to handle immigration issues proactively. Don’t wait for an employee to say, “I’m undocumented and need help,” as that day may never come. Instead, train managers to assume that immigration-related stress exists within their teams and provide them with the tools to offer support without demanding personal disclosures. When people feel safe, their contribution increases.
Enhance emergency leave policies
Expanding emergency leave policies is a practical step that all teams can take to ensure immigrant workers have the necessary flexibility.
Immigration events can be unpredictable, but they are a reality. If your company provides emergency leave for bereavement or illness but not for immigration-related matters, your policies are not truly inclusive. Forcing employees to choose between job security and family obligations is inhumane and indicates a policy failure.
Broaden the definition of inclusion to encompass immigration justice
You cannot claim to be an inclusive employer if your benefits, protections, or policies exclude at-risk workers. Inclusion is not just about who is present, but also about who the system was designed for. Consider the following:
- Who are we neglecting because they haven’t (or can’t) identify themselves?
- What assumptions are we making about whose lives are valued in our policies?
- Are we creating systems for individuals with full legal protections, or for individuals with real-world needs?
Inclusion that only benefits the privileged is merely comfort disguised as courage.
To be clear, none of these actions are illegal. Employers can and should develop support systems that don’t require individuals to reveal their undocumented status to “deserve” protection.
As a business leader, you don’t need to participate in protests to make a difference. However, you must take action before your employee’s door is knocked down and before fear undermines the trust you’ve worked hard to build.
Don’t wait for someone to ask for help; create a workplace where they don’t have to.
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