For quite some time we have taken a view that such a policy is not necessary for our clients on the basis that social media usage is something that happens away from work and bringing the employer into disrepute is commonly viewed as a Gross Misconduct matter should an employee  identify his/her employer in a disparaging way on Facebook – it is usually Facebook.

However, so many staff are deluding themselves that they can say anything they like on Facebook (privacy setting give a false sense of invulnerability) that we now have a model policy which can be included in Employee Handbooks. Clients are invited to contact us if they think the policy would be useful for them.

Tribunals have been prepared to uphold dismissals where procedure is followed correctly