Workplace Social Media Policy Fill out the template

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Workplace Social Media Policy

Last revision Last revision 06/01/2024
Formats FormatsWord and PDF
Size Size4 to 5 pages
Fill out the template

Last revisionLast revision: 06/01/2024

FormatsAvailable formats: Word and PDF

SizeSize: 4 to 5 pages

Fill out the template

This Social Media Policy provides employees with rules on personal use of social media outside of work and how to appropriately use social media in the workplace when it fits the employee's job description.

This Policy alerts employees that posting on an online blog, even while using a pseudonym (fake name), is problematic and can be damaging to the employer or other fellow employees. The Policy also deals with employer investigations of social media blogs and content created by their employees. As stated in this document, failure to adhere to the Policy may lead to disciplinary action including termination.


This Policy document is meant to be given from the employer to employees. If the employer has a physical office location, keep a copy of the Policy in an accessible place.

Employers should include this Policy in a new employee's welcome package to ensure they are familiar with workplace protocol and avoid any future doubt that they were unaware of a specific social media rule.

When significant changes arise in the Policy, the employer should provide a copy of the new Policy to all staff in a timely manner. Also, as a reminder, this Social Media Policy should be broadcasted every year to all employees of the organization.

Employees should also sign the acknowledgement at the end of the document confirming they read and understand the Policy. The employer should then add a copy of the signed Policy to each employee's file.


Employment policies must be consistent with the law. In Canada, employment law is governed by legislation and case law. At the federal level, the applicable statute is the Canada Labour Code (R.S.C., 1985, c. L-2). Each province will have their counterpart piece of legislation. For example, in Ontario, the applicable law is the Employment Standards Act, 2000, S.O. 2000, c. 41.

Workplace Policies should be periodically updated and brought to the attention of employees. Employees should be made aware that disciplinary measures are taken for Policy violations, including possible termination.


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