Research highlights social media policies for employee speech limits in Finland

Where is the line drawn between an employee’s freedom of speech and their duty of loyalty? How can employees ensure they do not overstep boundaries on social media?

Recent research by journalist Roosa Laksio explores how the limits of free speech should be understood in the workplace. A video accompanying the study discusses how behavior on social media can lead to dismissal. Although terminations due to social media conduct are rare in Finland, there are notable instances. For example, in 2016, an employee of the Tikkurila parish was fired for racist comments, and in 2010, a professional basketball player lost their job after criticizing the team online.

Comments promoting violence, discrimination, or extreme ideologies, as well as harassment or bullying on social media, can have severe consequences. Lawyer Elina Koivumäki emphasizes that an employee’s online communications may violate the duty of loyalty based on employment contract law, which requires employees not to harm their employer through their actions. Violations can lead to warnings or, in the worst cases, termination of employment.

Social media expert Piritta Seppälä stresses the importance for companies to establish clear social media policies that help both employers and employees understand expectations for online communications. While freedom of speech is a fundamental right, the workplace imposes certain restrictions. The duty of loyalty serves as a significant limitation, requiring employees to act on social media in a way that does not harm their employer.