Social media is increasingly becoming an issue for employers due to its evergrowing popularity and inclusion in people’s personal and professional lives. Whilst social media is without doubt a valuable tool for businesses, it can also be a headache for even the most seasoned HR professionals.
In this article, we look at why having a social media policy can be helpful for businesses and we provide you with some drafting tips on what social media policies should cover.
So, why should businesses have a social media policy?
A social media policy can set out the ground rules for social media in the workplace. It can also make clear to employees what constitutes acceptable and unacceptable behaviour when using social media.
Having a social media policy lowers a business’s risk of encountering social media issues in the workplace. Such a policy therefore helps to protect an employer’s brand and identity in the marketplace by outlining what social media usage is permissible.
Case law has consistently shown that having a well-drafted social media policy is invaluable in disciplinary situations involving social media breaches, not least because it provides a framework for businesses to deal with situations involving social media.
Businesses have been found to be vicariously liable for the behaviour of employees on social media if they are carried out in the course of employment. Having a social media policy can be beneficial to an employer to protect itself against liability for the unauthorised actions of its employees.
With these reasons in mind, what key provisions should a social media policy include?
You can register online or follow us on Twitter or LinkedIn to receive our latest news, events and publications.