7 Tips On What To Do In An ICE Raid At Your Workplace

Forbes

20-07-2025

As ICE raids continue in workplaces across the country, it's important that business leaders and ... More employees know what to do if it happens where they work.
As ICE raids happen with greater frequency across the country, many employers and employees are caught off guard, and innocent bystanders have been psychologically affected. The rise in unexpected ICE raids has compromised the psychological safety and well-being of targeted workers as well as legal citizens who are employees. Do you know what to do in an ICE raid if it were to happen in your workplace?
An ICE Raid And Your Psychological Safety
It's imperative that business leaders consider how ICE raids terrorize all employees, taking a toll on their mental health and well-being. Unfortunately, according to McKinsey, only 26% of leaders exhibit workplace behaviors that create a sense of psychological safety. In fact, workplace safety and well-being are on the decline in recent years.
Psychological safety--the absence of fear while working--is a prerequisite for job engagement and performance. Employees are not looking over their backs while they're working. They feel free to express their thoughts, have disagreements, voice opinions and give feedback without fear of reprisal. Psychological safety fosters an environment where team members feel valued, respected and empowered to take risks or initiative without fearing rejection, humiliation or judgment.
During turbulent ICE raids, psychological safety is essential for workers to bring their full selves to work, take risks and be calm without fear of harm. Gallup found that moving the needle on psychological safety can lead to reduction in turnover (27%), in safety incidents (40%) and increases in productivity (12%).
Given the rise in ICE raids, workplace mass shootings and other types of violence across the country, emergency plans are not always in place and if they are, employees are often unaware of them. Experts stress that leaders instate practices on how to respond to an ICE raid by mitigating, preparing, responding and recovering in case one occurs.
If you're a business leader, it's your responsibility to create a safe work culture where all employees can thrive. The question isn't whether you'll face these challenges, but whether you'll be remembered as a leader who had protections in place for your employees.
What To Do In An ICE Raid At Your Workplace
Joycelyn David, a multicultural leadership and marketing expert, says business leaders need cultural fluency now more than ever, as ICE raids impact employee morale, customer trust and brand reputation. David argues that business leaders should be responding to ICE raids at workplaces across the country and that this isn't a policy debate.
It's a conversation about how leaders must address the fear among their employees and customers. 'Companies must be ready to lead with empathy, clarity and cultural awareness,' David explains. 'How you respond isn't just a legal issue; it's a leadership test." She shared seven essential employee supports for business leaders to put into practice in anticipation of an ICE raid.
David suggests that business leaders know which employees may be most affected by enforcement actions. She points out that a U.S. 20-year citizen could still feel vulnerable if their accent is strong. Or a team member with a green card might worry about their teenage daughter here on a student visa. 'When you know that half your night shift speaks Spanish as their first language,' she emphasizes, 'you'll prepare differently than if you're managing a team of mostly H-1B visa holders from India.'
David recommends that you start now to train leadership teams on multicultural intelligence (MQ) before a crisis occurs. She notes that MQ isn't something you Google during an emergency; it's a muscle you build over time. 'When employees feel their cultural background is understood, they are more motivated and productive, but more importantly, they'll trust you when everything's falling apart,' she told me.
David suggests that leaders prepare communication templates and response procedures in multiple languages, not just English into Spanish. According to David, companies with clear, culturally appropriate communication protocols in multiple languages are better able to protect their employees' rights and maintain trust during an encounter. She encourages leaders to test protocols with employees from different cultural backgrounds by asking them: "If you got this message at 2 a.m., would you understand what's happening and what you need to do?"
David recommends that you build relationships with local immigrant advocacy groups and legal resources now instead of waiting until ICE agents are at your door. 'The American Business Immigration Coalition and Kansas Livestock Association lobbied successfully for a brief pause in raids on farms, hotels and restaurants in June 2025, though it was quickly reversed," she recalls. 'Leaders who had established relationships with immigrant advocacy groups and legal aid societies weren't scrambling to find resources when their employees needed help. These aren't just partnerships--they're your early warning system and credible voices when your employees need reassurance.'
'Create an environment where people can tell you they're scared without worrying about losing their jobs,' David advises. 'A New Mexico dairy lost over half its workforce after a June 2025 raid, dropping from 55 to just 20 workers. Real psychological safety means your employees believe you'll have their back, even when things get complicated.' She stresses the importance that leaders ensure all employees understand what's happening, schedule all-hands meetings within 24 hours and go beyond legal briefings to address human concerns.
David encourages leaders to not let rumors fill the information vacuum, adding companies that immediately address the situation with clear communication prevent the spread of dangerous misinformation. 'HR won't have time to craft the perfect statement,' she states, 'so plan ahead with communications materials in multiple languages. Your employees are already imagining worst-case scenarios—don't let their imaginations run wild when you could be providing actual information.'
If your workforce is 40% Spanish-speaking, David advises that you have someone who can deliver updates in Spanish with the same tone and urgency as the English version. She asserts that Spanish-speaking employees deserve to hear confidence and empathy in their own language.
A first-generation immigrant might experience different trauma than a third-generation American, David says. 'For example, a first-generation immigrant experiences genuine terror during an enforcement action, while a third-generation American colleague might feel confusion or frustration,' David points out. "Employees with varied communication styles might become very quiet and withdrawn—not because they're hiding something but because staying out of the way during authority conflicts is considered respectful in their culture. Don't interpret these different responses through your own cultural lens."
A Final Wrap On What To Do In An Ice Raid
David recommends that leaders offer flexible work arrangements immediately for employees who might need time to process, consult with family or speak with legal counsel after an ICE raid. She explains that some employees want to come to work because routine feels safe. Others need time to process what happens.
Regardless of their preferences, David advises against making employees choose between their emotional well-being and their paycheck. And don't forget that it can also be traumatic for legal citizens caught in an ICE raid, underscoring the need for business leaders to make sure all employees know what to do in an ICE raid.