Does your business need a social media policy?

Social media, such as Facebook, Twitter, LinkedIn and blogs have become an excellent new tool for businesses to market their products and services.

Many businesses now use social media to engage with customers and it is now commonplace for individual employees within businesses to log onto social networking sites at least once a day.

However, in recent months there have been a number of high profile cases where employees have been the subject of disciplinary investigation due to inappropriate comments on, or general misuse of, social networking sites. This throws up a number of employment law issues.

A civil servant was suspended in June for posting inappropriate comments about government ministers on Twitter using the name @nakedCservant. In a separate case, a Vodafone employee posted an obscene message on the company’s official Twitter site that resulted in his immediate suspension pending an investigation.

These examples illustrate potential issues which can arise regarding firms’ own social media channels and potential problems that businesses may face when individuals set up their own sites.

While businesses cannot prevent their employees from using social media in their own time, they can look to put safeguards in place by issuing a social media policy which can form part of the staff handbook. The policy can clarify to members of staff what they can and cannot do with regards to social media both at work and in their own time.

The policy can also cover what they are permitted to say about the business and other employees. Typically it can include confirmation that any posts or tweets that bring the business into disrepute will be viewed as a serious disciplinary offence and may result in dismissal.

If you wish to discuss how to implement a social media policy, or require assistance on any other employment law matter, please contact our Employment team on 01772 258321.