What should employers include in an internet, email and social media policy?

If your business does not already have an Internet use and social media policy, you should strongly consider getting one which has been carefully thought through and to ensure that the policy is consistent with other employment law policies, contracts and your business generally. It is also vital that any policy is backed up by

Home » Employment law » What should employers include in an internet, email and social media policy?

If your business does not already have an Internet use and social media policy, you should strongly consider getting one which has been carefully thought through and to ensure that the policy is consistent with other employment law policies, contracts and your business generally.

It is also vital that any policy is backed up by ongoing training and monitoring, and that the policy is expressly stated to be variable because opportunities and risks are constantly evolving in this age of digital revolution.

Important clauses to include

  • ongoing training and monitoring
  • the policy is expressly stated to be variable because opportunities and risks are constantly evolving in this age of digital revolution.
  • a good social media policy will give employees guidelines of what employees can and cannot do and will protect employment claims being made against employers. It will also protect the company’s reputation and if it encourages employees to use social media (a practice common amongst IT companies) it will promote the company as a modern, forward thinking organisation.
  • how the policy integrates or dovetails with the employment contract, or other employment law policies and procedures
  • permitted or otherwise use of personal social media accounts while at work
  • employers rights to access and monitor social media accounts and/or activity
  • clear policies and training as regards defamation law
  • potentially an indemnity from the employee for creating loss and damage for the employer due to defamation whether during or after employment
  • confidentiality
  • clauses relating to bullying of other staff on social media
  • ownership of work related social media accounts
    Email use policy
    Email is now an essential requirement for almost every business, but the use of email creates significant legal risks, both internally and externally. These risks include, for example :-
    staff deliberately or inadvertently disclosing confidential information about your business
  • possible reputational issues by inappropriate communication, circulation of inappropriate content internally in your office such as racist jokes or pornographic material
  • a member of staff committing your business to a contract or a variation to a contract without authority and without your knowledge (in that case, the member of staff may be ignorant that this can happen by an email exchange).

 Having properly drafted email policies, in conjunction with other employment law and other policies is vital for your business and at Darlingtons, we offer highly cost effective and practical advice and solutions. 

Employment law • Uncategorized

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