Preloaded UK policy

Social Media Policy template

Personal and business use, confidentiality, reputational risk, monitoring and disciplinary consequences.

Legal basis
  • Equality Act 2010
  • UK GDPR
  • Employment Rights Act 1996
  • Defamation Act 2013
Last reviewed April 2025. Guidance, not legal advice.

What the policy covers

  1. 1. POLICY STATEMENT
    Social media offers significant opportunities for business communication and individual expression.
  2. 2. PERSONAL USE OF SOCIAL MEDIA AT WORK
    Reasonable personal use of social media during working hours is permitted, provided it does not interfere with work performance or involve any of the prohibited conduct listed in s
  3. 3. OFFICIAL COMPANY SOCIAL MEDIA
    Only authorised employees may post on behalf of your company on company-controlled social media channels.
  4. 4. PROHIBITED CONDUCT
    The following conduct is prohibited and may constitute gross misconduct:
  5. 5. PERSONAL OPINIONS AND DISCLAIMERS
    When posting personal opinions on social media that could be connected to your employment, employees should make clear that the views expressed are their own and do not represent t
  6. 6. CONFIDENTIALITY
    Employees must not disclose any information on social media that would otherwise be subject to a duty of confidentiality, including client information, financial data, personnel ma
  7. 7. MONITORING
    your company may monitor publicly available social media activity where there is a legitimate reason to do so (for example, in the context of a disciplinary investigation).
  8. 8. DISCIPLINARY CONSEQUENCES
    Breach of this policy will be addressed under the Disciplinary Policy.
  9. 9. REVIEW
    This policy will be reviewed annually and following any significant change in legislation or social media platform terms.

Who needs it

Any UK employer with more than a handful of staff. These are the policies a tribunal looks for when something has gone wrong between people.

Questions people ask

Is a social media policy a legal requirement?

It rests on Equality Act 2010 and UK GDPR and Employment Rights Act 1996 and Defamation Act 2013. Some policies must be written down once a business reaches a certain size or does certain work; others are simply how a tribunal, an inspector or a client's auditor expects to see that you have thought about it. A clear, dated, signed policy is the evidence either way. Guidance, not legal advice.

Can I change it to suit how we work?

Yes. Inside Work-Lynx it is a starting point: put your company name in, adjust the arrangements to what you actually do, set the review date and publish it. Staff read and acknowledge it on their phones, and you can see who has not.

Is it up to date?

Last reviewed April 2025. The pack is updated when the law moves, and every policy carries a review date so it does not quietly go stale.

How do I get it?

It is preloaded in Work-Lynx with the other 48 UK policies. Work-Lynx is £2.50 a month plus £1 per employee, 14 days free, no card, and what you see on the pricing page is the bill.

Who is it for?

Any UK employer with more than a handful of staff. These are the policies a tribunal looks for when something has gone wrong between people.

All 49 UK policies, £2.50 a month

This policy and 48 others are already in Work-Lynx, alongside GPS clock-in, rotas, timesheets, leave and Employ AI for UK employment law. £2.50 base plus £1 per employee a month. 14 days free, no card, no sales call.

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