Defining how social media can be used at work

Writing a use of social media policy. This training course helps employers write robust policies for the use of social media at work.

All organisations need a robust “use of social media” policy for employees to follow. It is imperative that staff have clarity on what they can and cannot, post to social media. The organisation’s social media rules work in conjunction with the staff handbook and may in some cases be incorporated into it.

Inappropriate posts can lead to discrimination, extremism and harm to others, they can bring the organisation into disrepute and without a clear social media policy in place the organisation is likely to be seen as liable.

Secondly a robust “use of social media at work policy” that has been trained out to all employees enables organisations to take enforceable disciplinary action should any inappropriate comment be posted. Without a company social media policy disciplinary action is unlikely to be upheld during appeal or tribunal.

For Whom?

This training is for operational leaders and senior HR personnel, tasked with developing polices and procedures that provide clarity on how, when, where and why staff can use Social Media. In doing so provide a framework that protects the organisation from abuse and supports disciplinary action when needed.

Course Content

The Social Media & Employment Relationship

Key definitions of Social Media and how these various mediums are used in the workplace
The links between a Social Media policy to related policies governing e mails, internet use and information technology
The critical link between the employment contract and Social Media at work
The employer’s duty of care and the employee’s fiduciary duty of care
What is actually meant by “personal use” of social media at work? –benchmarking with models of best practice from a range of different employers as well as case law
The “range of reasonable responses” in Social Media cases when determining sanctions arising from disciplinary action

The Legal Framework

Confidentiality and Data Protection Act
Employer’s rights to monitor use of social media at work
Individual’s rights to privacy and freedom of expression under the European Convention on Human Rights
How libel and slander laws can operate in this area
Key security and identity issues
On Line Safety Act 2023 – Regulations 2025
The Malicious Communications Act
Telecommunications Business Regulations
Infringement of Copyright
Protection from Harassment Act 1977

Writing the Use of Social Media Policy
Using an exemplar policy as a basis this session explores the key components of an effective social media at work policy, providing an explanation and clarity on the importance of each element

Scope
Purpose
Role and responsibilities
Personal Use of Social Media
Prohibited Use
Business Use of Social Media
Guidelines for Responsible Use of Social Media
Data Protection and References
Monitoring
Policy Breach Consequences
FAQ
Signatures and Review Periods

Cascading and Training on the Social Media Policy
Against the backdrop of tribunal cases this session explains why it is important that all staff are in trained in the organisation’s social media policy and this can be evidenced. This session also explores a risk based approach to training frequency, including, onboarding, induction, annual, semi annual

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FAQ: FREQUENTLY ASKED QUESTIONS – STAFF USE OF Social Media Policies

1. Why is a social media policy important for employers?

A social media policy helps employers set clear expectations about how staff should behave online, especially when their posts could be linked back to the business. It protects brand reputation, reduces legal risks, and ensures employees understand what is appropriate to share.

2. What risks do companies face without a social media policy?

Without a policy, businesses are more vulnerable to reputational damage, data breaches, and legal issues. Employees may unintentionally share confidential information, post offensive content, or misrepresent the company’s values.

3. How does a social media policy protect a company’s reputation?

A well-defined policy guides employees on what they can and cannot post about work. This reduces the chances of harmful or misleading content being shared that could damage public trust in the brand.

4. Can a social media policy help prevent legal issues?

Yes. It can outline rules around confidentiality, harassment, discrimination, and intellectual property. This helps businesses stay compliant with employment laws and avoid costly disputes or lawsuits.

5. Should a social media policy apply to personal accounts?

In many cases, yes. While employees have the right to personal expression, a policy can clarify when personal posts may impact the workplace or employer, especially if the individual is identifiable as an employee.

6. How does a social media policy support employee awareness?

It educates staff about potential risks, such as oversharing or engaging in online conflicts. This awareness helps employees make better decisions and avoid actions that could harm themselves or the company.

7. What should be included in a staff social media policy?

Key elements include guidelines on acceptable use, confidentiality rules, brand representation, consequences of misuse, and advice on privacy settings. Clear examples make the policy easier to follow.

8. Can a social media policy improve workplace culture?

Yes. By promoting respectful communication and responsible online behaviour, it helps create a more positive and professional environment both online and offline.

9. How often should employers update their social media policy?

Policies should be reviewed regularly, at least once a year, to keep up with changing platforms, trends, and legal requirements.

10. Is a social media policy necessary for small businesses?

Absolutely. Even small businesses can face significant risks from inappropriate social media use. A policy ensures consistency and protects the business regardless of its size.

FAQ - Frequently Asked Questions about Training delivery

If you can’t find the answer you’re looking for, feel free to contact our support team.

Why should you use Concrew Training?

Specialist HR, Employment Law & Compliance training provider
We reference to official Government bodies such as ACAS, ICO, EHRC
Content tailored to your policies and procedures
CPD certificates included
12 months of post-course support
UK-wide delivery
Online and face-to-face options
Open and transparent pricing

What information is available on course content?

We publish detailed course overviews for all courses. These provide indicative content based on the course learning plans. Final content is tailored to each client’s individual requirements.

What other information is available on individual courses?

Free reference guides and resources to help employers evaluate training quality and improve workplace compliance

Downloadable resources available via our website
Customer feedback and testimonials published on our website

Can you include our company policies and procedures in the training?

Yes. We actively encourage this approach. Including your policies and procedures helps demonstrate how, where, and why good practice applies within your organisation. This contextualises the learning, improves engagement, and increases the practical value of the training. There is no additional charge for incorporating your policies and procedures.

How long do Concrew Training courses last?

Standard courses: 6 hours of learning (approx. 7 hours including breaks)
Condensed 3-hour sessions available
Extended sessions or multi-day programmes available

How many people can attend each course?

Online courses: up to 15 participants
Face-to-face courses: up to 20 participants
Whole workforce awareness sessions: available for larger groups

Where does Concrew Training deliver training?

Online: via your preferred video conferencing platform (Zoom, Teams, etc.) across the UK
Face-to-face: on your premises in England, Scotland, and Wales

How much does your training cost?

Typical prices range from £800 to £2,000 excluding VAT. Final cost depends on course duration, location, number of participants, and payment terms.

Full pricing details available on our website
No hidden charges
Formal quotations remain valid for 30 days

What are your courses like?

Our courses are delivered as interactive workshops rather than traditional lectures, and typically include:

Subject specialist input
Interactive quizzes
Group discussions
Practical exercises
Real-world case studies

We incorporate your organisation’s policies and procedures wherever possible to ensure the learning is relevant, engaging, and immediately applicable.

Who delivers the training?

Training is delivered by experienced subject specialists with extensive knowledge in their field. Our trainers:

Have significant practical experience
Can answer most participant questions during the session
Provide follow-up responses for complex questions
Are skilled facilitators who make technical subjects engaging

Do you issue CPD certificates?

Yes. All participants receive a CPD certificate detailing learning hours completed and headline course content.

Who uses your training services?

We work with organisations of all sizes, including:

Large international organisations
Public sector employers
Charities and not-for-profits
SMEs and local businesses

Attendees commonly include directors, senior leaders, HR professionals, operational managers, line managers, employee representatives, and staff teams. Customer feedback and testimonials are available on our website.

Why should I book a Concrew Training course?

Our training is:

Delivered live by subject specialists
Designed for real-world application
Suitable for teams of up to 20 participants
Available face-to-face in England, Scotland, and Wales
Available online across the UK
Practical, engaging, and immediately applicable
High-quality and competitively priced

Suitable for directors, senior leaders, HR teams, operational managers, line managers, staff teams, and employee representatives.

How far in advance should we book training?

We recommend booking training 2–3 months in advance. Availability is generally good with a three-month lead time. Dates are only reserved once a booking is confirmed. Short-term bookings may be limited.

How do I book a course?

Complete our quote request form
Receive a formal quotation and provide any delivery details
Confirm your booking
Receive a formal Delivery Confirmation and “What Happens Next” guidance

Is there anything else I will need to do?

For online courses

Schedule the event on your video conferencing platform
Share joining details with attendees
Provide the trainer profile and course overview

For face-to-face courses

Book the room/venue and required equipment
Share trainer details and course overview with attendees
Print and provide handouts to the trainer prior to the session

After the course

Distribute post-course handouts and CPD certificates

How does your 12-month post-course support service work?

Email us with any training-related questions that arise following the course. We provide guidance and support relating to the training content covered.

Note: This service is not a substitute for legal advice.

What happens if I have more questions?

We’re here to help. You can contact us at any stage before, during, or after your training programme, and we will be happy to answer any questions you may have.