As social media platforms multiply and online presence continue to rise, so do the risks associated with using them carelessly. For employees — or anyone hoping to be one — online activity can create work-related hazards before, during, and even after employment.
This post explores how an employee’s social media use can impact hiring prospects, day-to-day employment, termination, and even litigation. While we’re not suggesting that workers avoid social media entirely, we do recommend caution when deciding what to share publicly.
Below are some key tips for navigating social media at every stage of the employment relationship.
Hiring
Even before you land a job, your social media activity can influence your employment opportunities. Employers increasingly review candidates’ online presence during the hiring process. A single questionable post or NSFW (not suitable for work) detail can make the difference between being hired or passed over.
While employers cannot legally discriminate on grounds protected under section 13 of the BC Human Rights Code (such as race, religion, family status, sex, or sexual orientation), they are otherwise free to select the candidate they feel best represents their organization. Think twice before posting content that could raise red flags.
Employment
Once employed, social media missteps can have even more serious consequences. Employers may allege “just cause” dismissal if online conduct harms the organization’s business or reputation. This includes so-called “off-duty misconduct,” where behaviour outside work crosses a line.
Before venting online about your boss or workplace, ask yourself: Is this worth potentially losing my job?
Also remember: what you post can be used as evidence. Admitting online to policy breaches, dishonesty, or calling in sick while clearly enjoying leisure activities could support termination for cause.
Termination
Your responsibility to exercise discretion doesn’t end when your employment does. Whether you resign or are fired, confidentiality obligations typically survive the employment relationship. Posting sensitive information about your former employer, its clients, or its operations may expose you to legal consequences for breach of contract or confidentiality.
Litigation
Finally, resist the urge to post about ongoing legal disputes with a former employer. While it may feel validating to share your side online, doing so can backfire. Social media posts may be introduced as evidence in court to undermine your credibility or to show the same kind of conduct that led to dismissal.
Key Takeaway
When in doubt, don’t post. Social media can be a powerful personal tool, but when it comes to your career, the risks of oversharing often outweigh the benefits.
For more information on social media in the workplace and how it can affect your employment, contact us today!
