The podcast that explores the world of work through the lens of the law. Curated by Attorneys Stefano Trifirò, Mariapaola Rovetta Arici, and Jacopo Moretti – Trifirò & Partners Avvocati

Social Media at Work: How Far Can the Employer Go?

In today’s digital environment, private and public communications often take place on the same platforms: WhatsApp, Facebook, Telegram, Instagram, TikTok… It is crucial, however, to recognize that private chats and messages constitute confidential correspondence. In the absence of a valid legal basis, any monitoring or processing of such communications by an employer is unlawful. Privacy must prevail over corporate curiosity—this is not only a matter of good practice, but a principle enshrined in Article 15 of the Italian Constitution, which safeguards the freedom and secrecy of correspondence.

What, then, may an employer legitimately do when confronted with remarks, posts, or jokes that are potentially harmful or offensive? The boundaries are not always sharp, yet certain guidelines are well established:

• Private remains private: if a conversation takes place in a closed chat, it is protected. Conversely, public content is a different matter. An offensive or disparaging post on social media—particularly where it contravenes the company’s social media policy—may validly give rise to disciplinary action, including dismissal.

• Employers are entitled to monitor online activity only in a specific, proportionate, and defensive manner, always in compliance with the Workers’ Statute and the GDPR. Generalized or preventive surveillance is not permitted.

The demarcation between private life and professional responsibility is subtle but not imperceptible. Every word expressed online has the potential to generate legal and professional consequences. For this reason, clear internal policies, transparent procedures, and a heightened awareness on the part of employees, HR professionals, managers, and executives are indispensable.