Social Media Policy template
Employee use of personal and company social media, while respecting NLRA Section 7 rights to concerted activity.
- NLRA §7 (protected concerted activity, applies to non-supervisory employees)
- Title VII
- FTC endorsement guidance (16 CFR 255)
- state off-duty conduct laws
What the policy covers
- PURPOSEThis policy describes how employees use social media in ways that don't harm the company, its people, or its customers, while respecting employees' rights to discuss working condit
- GENERAL RULESSpeak as an individual unless authorized to represent the company. Make clear that opinions are your own.
- PROTECTED CONDUCT (Important)Nothing in this policy is intended to restrict your rights under Section 7 of the National Labor Relations Act, including:
- REPRESENTING THE COMPANY ONLINEOnly authorized employees may post on official company social media accounts or speak on behalf of the company.
- OFF-DUTY CONDUCTSome states (CA, CO, NY, ND et al.) protect lawful off-duty conduct including social media activity.
- CUSTOMER AND COMPETITOR REFERENCESDo not post negative content about customers, suppliers, or competitors in ways that could be defamatory, deceptive, or harmful to legitimate business interests.
Who needs it
Any employer with more than a handful of staff. These are the policies a tribunal or agency looks for when something has gone wrong between people.
Questions people ask
Is a social media policy a legal requirement?
It rests on NLRA §7 (protected concerted activity, applies to non-supervisory employees) and Title VII and FTC endorsement guidance (16 CFR 255) and state off-duty conduct laws. 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 an 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 2026. 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 28 policies for the US. Work-Lynx is $3 plus $1.25 per employee, 14 days free, no card, and what you see on the pricing page is the bill.
Who is it for?
Any employer with more than a handful of staff. These are the policies a tribunal or agency looks for when something has gone wrong between people.
All 29 US policies, $3 a month
This policy and 28 others are already in Work-Lynx, alongside GPS clock-in, schedules, timesheets, PTO and an employment-question advisor. $3 base plus $1.25 per employee a month. 14 days free, no card, no sales call.
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