What steps can we take to protect the business from employees publishing damaging material about it on a blog or networking site?

Posted in : First Tuesday Q&A NI on 3 May 2011
Emma-Jane Flannery
Arthur Cox

If the comments otherwise damage the employer’s reputation or are intended or likely to destroy the relationship of trust and confidence between employer and employee, discipline and dismissal may be a legitimate course of action.

In the absence of any express contractual clause, an employee has implied duties of fidelity to their employer and not to bring their employer into disrepute. This duty extends to the employee’s off-duty time. Therefore if the employee has posted damaging material regarding the employer then it is possible that he or she has committed a conduct offence.

Furthermore,

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Back to Q&A's This article is correct at 02/09/2015
Disclaimer:

The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.

Emma-Jane Flannery
Arthur Cox

The main content of this article was provided by Emma-Jane Flannery. Contact telephone number is 028 9023 0007 or email Emma-Jane.Flannery@arthurcox.com

View all articles by Emma-Jane Flannery