Dismissed over an Instagram story: How to navigate social media as an employee

There has been contentious dialogue surrounding what employees can say on their personal social media accounts and how it reflects on their employer, with a number of workers being let go.

Recent examples

Employees in 2024 must not fall under the illusion of privacy when it comes to the posts, likes or comments that they contribute to their personal social media pages. Employers across industries are actively monitoring their employees’ social media pages and reviewing if their posts are appropriate or if they reflect negatively towards the company.

A very recent example, which has caused public division over the matter, is that of Antoinette Lattouf, a senior journalist and presenter fired from her position as a host on an Australian Broadcasting Corporation (ABC) over pro-Palestine Instagram stories.

The journalist claimed that external pressure from outside sources led to her dismissal based on her political opinion and race. In response, she has initiated a wrongful termination case against the ABC, claiming it gave her clearance to post from reputable sources such as the “Human Rights Watch”.

This is not an isolated incident of employees facing repercussions for their personal social media posts, with Michael Eisen, who was editor-in-chief at Science Journal, being fired over similar stances, after he reshared a post from satirical news source The Onion regarding the Israel-Palestine conflict. Several other colleges stood down from their positions in solidarity.

Understanding your employer’s social media policies

Navigating this terrain is becoming more and more difficult. Employees must make a conscious effort to fully grasp the guidelines that are set by their employers around engagement with one’s personal social media accounts.

Very often, workplace policies concerning the use of social media will expressly include personal social media activities outside of the workplace and include the use of social media platforms when communication between colleagues beyond the usual working hours.

Employers have taken very proactive steps to protect their interests through their policies and actions that address social media behaviour both in the workplace and outside of the workplace. Not every instance of negative social media behaviour has resulted in dismissal, but the impact on the employee’s tenure at the company could be damaging due to their online engagement.

As social media continues to play a significant role in not only our personal lives but also in our professional lives, employees and employers must have a common ground on set guidelines so both can navigate the complexities of online conduct, or else confusion and unfair dismissals slip through.

Slippery slope

The lines are becoming blurry of what a fireable offense is in terms of online conduct. Of course, actions like racism, bigotry, and discrimination through online forums should be held accountable by employers, as 28 per cent of workplace dismissals based upon online conduct are due to racism. However, with political content (5 per cent) rising as the reason for dismissals, employees may have to take further measures to ensure their privacy.

As mobile phones, emails, and working from home ramps up, that so-called privacy dilutes, and the work to identity separation becomes much more intertwined. Measures such as not friending or following workmates on social media platforms and keeping posts as private as possible could be pushed to the forefront of how to interact with social media as an employee.

Overall, employees must come to the realisation that nothing is private anymore, and in reality, what you do and say on social media will be held against you no matter how unjustifiable it seems.