Social Media at Work: Episode 72

An update on Social Media considerations for Employers

In this weeks’ episode I bring you an update on social media considerations for employers. I have been contacted numerous times in the last couple of weeks with questions about social media issues at work by both employers and employees and therefore I thought that it would be a good time to recap on some of the cases in this area and summarise key points for employers to note.

In this episode I will cover:

  • Cases where the employee was fairly dismissed for social media posts;
  • Cases where the Employment Tribunal decided that the employee had been unfairly dismissed for social media posts;
  • A case where the employer was permitted to rely on Facebook posts and a YouTube video to fairly dismiss an employee;
  • Best practice training for new staff using an example from a case against Apple Retail;
  • What you should include in your Social Media Policy;
  • Considerations with social media relating to Discrimination, Recruitment, Reputation & Confidential Information.

Action Points

  1. Review your social media policy, if you have one, if not get one!;
  2. Consider how important social media reputation is to your business & how you are protecting your business from your employees;
  3. Consider providing training or specific information to employees at the induction stage about the use of social media;
  4. Ensure you make it clear in your recruitment policy and/or process how you will use social media and online searches about candidates;
  5. I can help with all of the points at 1-4 so why not give me a call and let an expert take care of it for you 023 8098 2006 or 01983 897003.

 Useful Links & Case References

British Waterways Board v Smith (2015)

Game Retail v Laws (2014) 

Gill v SAS Grand Services UK Limited

Whitham v Club 24 Ltd t/a Ventura (2011)

Stephens v Halfords PLC (2011)

Crisp v Apple Retail

 


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The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

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