With the age of social media, many employers encourage their employees to be active on social media and networking sites such as LinkedIn and Facebook. This type of “networking” via social media is now a common feature of most organisations’ marketing strategies.
While there is a benefit to a business of a broad social media presence it can also generate risks to the employer. Linking social media with employment can mean that employees are given a direct and unsupervised line of contact with clients. The risk is obvious when you consider that a LinkedIn profile is ultimately about the individual, not the organisation for whom he or she works. Social media connections made in the course of employment will inevitably include an organisation’s clients.
Traditionally, the threat of financial damage to a business by an individual using or disclosing confidential information, or soliciting or diverting customers to another business, has been well understood and adequate contractual safeguards have been developed to avoid “traditional” risks being realised, most commonly once employment ends.
Robust post-employment restraints in contracts of employment (that survive after the employment relationship ends) are usually designed, among other things, to restrain exiting employees from:
The common law position in relating to Restraint of Trade Clauses was set out in the leading Jersey case of Rossborough v Boon & Aziz. In determining whether a restraint is reasonably necessary to protect the employer’s interests, the Royal Court will have to consider the following factors:-
The Royal Court will also compare the employer’s protectable interest with the relevant employee characteristics to evaluate whether the restraint goes beyond what is necessary to safeguard the employer’s protectable interest. In effect, such a clause is void or unenforceable unless it imposes no greater restraint than that which is reasonably necessary for the protection of the legitimate interests of the party seeking to uphold it.
So what happens when employees use their social media profiles to solicit clients for their own business interests?
The law in respect of post-employment restraints has not yet evolved to accommodate and reflect all the present nuances and challenges faced by businesses in the age of social media. It is an area that many employers may not even be aware of as being a risk, but it is.
Consider the common situation where, during the course of employment, an employee “connects” with hundreds of clients and prospective clients via LinkedIn.
If this was one of your employee’s and the answers to these questions fell in the employee’s favour, it may lead to serious financial damage to the bottom line of your business. Particularly in circumstances where the employee holds a senior position, has intimate knowledge of your confidential information (such as pricing, sales strategies, pipeline work for clients and prospective clients) and there are insufficient safeguards within the employment framework (e.g. the contract of employment and policies and procedures).
While case law is emerging in relation to the use of social media in the workplace and the rights associated with contacts made on these professional networks it is still far from settled as to how the Jersey Courts will deal with these issues.
Despite this, there are a number of actions that Jersey employers should consider to safeguard against potential loss and damage, in terms of client relationships, confidential information and intellectual property.
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The information and opinion expressed in this briefing does not purport to be definitive or comprehensive and are not intended to provide professional advice. For specific advice, please contact Parslows, We are not responsible for, and do not accept any responsibility or liability in connection with, the content of this document or any reliance upon it