Can You Be Fired for Social Media Posts? Experts Explain

Can You Lose Your Job Over Social Media Posts? Here’s What Experts Say

In today’s digital world, what you post on social media can have serious consequences, including potential job loss. While some protections exist for employees, companies still have broad authority to terminate workers over social media activity. Recent cases, such as the firing of a Tesla manager who criticized CEO Elon Musk on LinkedIn, highlight the complexities of this issue.

When Can Employers Fire You Over Social Media Posts?

According to labor law experts, most employees in the U.S. work under “at-will” employment, meaning they can be terminated for nearly any reason, including social media activity.

“In general, an employer could fire an employee for just about anything, including criticizing the company on social media,” says Jeffrey Hirsch, a labor and employment law professor at the University of North Carolina.

However, legal protections may apply in some cases, depending on the nature of the post, the employee’s industry, and state laws.

Legal Protections for Employees on Social Media

While employers have discretion in terminations, some laws protect workers from retaliation over specific types of social media posts:

1. The National Labor Relations Act (NLRA)

The NLRA protects employees who engage in “concerted activity,” such as discussing wages or working conditions with co-workers. If an employee’s social media post is work-related and encourages dialogue among employees, it may be legally protected. Even something as simple as “liking” a co-worker’s post about work conditions could fall under this protection, according to labor law experts.

However, general complaints such as “my job stinks” or “my boss is awful” are not protected under the NLRA unless they specifically relate to workplace policies affecting multiple employees.

2. Public Sector Employees & First Amendment Rights

Government employees have additional protections under the First Amendment. If their social media post addresses a public concern and is made off-duty without disrupting workplace operations, it may be safeguarded from employer retaliation.

“There are cases where teachers or police officers have been disciplined for social media posts and successfully argued First Amendment protections,” says Catherine Fisk, an employment law professor at UC Berkeley.

3. State Laws and Contracts

Montana is the only U.S. state that does not follow at-will employment, meaning employers there must have a valid reason to fire an employee. Additionally, some workers have employment contracts that specify conditions under which they can be terminated, offering more security.

What Can and Can’t Be Included in Social Media Policies?

Companies can establish social media policies to regulate employees’ online behavior, but these policies must follow legal guidelines. Employers can:

• Prohibit employees from making false statements about the company.
• Restrict employees from revealing trade secrets or confidential business information.
• Discourage employees from making negative posts about competitors.

However, companies cannot create overly broad policies that prevent workers from expressing concerns about workplace conditions. The National Labor Relations Board (NLRB) has ruled that such policies can discourage employees from exercising their legal rights.

What to Do If You’re Fired Over a Social Media Post

If an employee believes they were wrongfully terminated for a protected social media post, they can file a complaint with the NLRB.

“The bad news is most people don’t know about this option,” says Hirsch. “Even many lawyers don’t realize that non-unionized employees can still be protected under the NLRA.”

After a complaint is filed, the NLRB will investigate and determine whether the case has merit. If the employer does not settle, the board will pursue the case at no cost to the employee. If the employee wins, they could be reinstated and awarded back pay.

The Impact of Politics and Social Issues

Businesses often see a rise in concerns over employees’ social media posts during politically charged times, such as elections or social justice protests. Employers may seek legal advice on how to handle politically sensitive posts while avoiding potential lawsuits.

“When things are calm, these issues quiet down,” says employment attorney Mark Kluger. “But in today’s world, there always seems to be something that sparks debates affecting workplaces.”

Final Thoughts

While employees do have some protections for online speech, they should still be cautious about what they post. Understanding workplace policies and labor laws can help employees navigate social media use without jeopardizing their jobs.

Would you rethink posting about work on social media? Share your thoughts in the comments below!