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Employee Social Media Policy Template

By using an employee social media policy, you'll be able to establish a clear set of guidelines that empowers your employees to be brand ambassadors.

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What is a social media policy?

Social media can be an incredible tool for employees to both share their experiences and insights and engage with customers and prospects! An employee social media policy should include recommendations, best practices, and tips to ensure social media usage aligns with company values, supports the overall mission, and reflects positively on the company. An employee social media policy is generally meant for public profiles that reference an employee’s name, title, and/or place of employment. 

By using an employee social media policy, you’ll be able to establish a clear set of guidelines that empowers your employees to be brand ambassadors.

What is covered in this employee social media policy template

In this employee social media policy template, we cover:

  • Social media defined: in this example, we define social media as all forms of communicating or posting information or content of any sort on the Internet, such as communication posts or other activity on your own or someone else’s social media profile (including, but not limited to Instagram, Snapchat, Tik Tok, YouTube, Facebook, Twitter, LinkedIn, etc.), an online blog, any personal website, an online bulletin board or a chat room or any other electronic medium.
  • Guidelines for social media usage: Having a set of guidelines is a great way for employees to know and understand what the tone, frequency, length, and engagement should be on everything they post. It’s important to remember that these guidelines are truly just that, guidelines. An individual’s social media account may not represent the views of the company, but in many instances, employees’ social media profiles may be representing the company in some capacity.
  • Encourage posts and what not to post: Encouraging employees to post positive experiences, professional insights, and company updates is a great way to build positive company culture and position the company as a thought leader within an industry. Additionally, setting clear expectations on what not to post on social media helps employees understand what type of content is not acceptable on social media when representing the company. These can include confidential information, discriminatory or offensive content, and personal information.
  • Using social media at work: Allowing employees to use social media at work (within reason) can be extremely beneficial. When employees share and engage on social media, it can help attract to talent
  • Social media monitoring: It’s important to include a section on social media monitoring in your policy to clearly communicate the team(s) that will be monitoring employee profiles, company mentions, and news channels. In this policy, we have listed the marketing and communications team.
  • Company profiles: Encourage employees to follow, comment, share posts from the company’s LinkedIn, Twitter, Instagram, YouTube, or any other social media channel that your company is active on. Additionally, let employees know that the company often reposts and features employee-generated content as well!
  • Employee social media training: Providing social media training to employees ensures they understand how to use social media effectively and responsibly. Social media training can happen on a regular basis (we’ve listed it as quarterly in this template), and can include training on: best practices for social media usage, guidance on how to respond to comments and feedback, an overview of the company’s social media policy, specific suggestions for sales, recruiting, and the comms team, and tips for engaging with customers.
  • Press & interviews: Including clear guidelines for what employees should do if they are approached by the media is helpful for employees to understand the appropriate action to take if approached for an interview or comment. In this policy template, it instructs all employees to not speak with the media on the company’s behalf without contacting the marketing department.
  • Legal considerations: In your employee social media policy, be clear that it is designed to ensure that you meet legal requirements and respect intellectual property rights, data protection laws, and other relevant regulations.
  • Consequences for policy violations: Finally, include a section with clear consequences for policy violations. Remind employees that your focus is on promoting positive social media use, but understand that violations can occur. Consequences for policy violations may include disciplinary action, termination of employment, or legal action, depending on the severity of the violation.
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