Skip to main content

Online monitoring

10 September 2013

In an article for PLC Magazine, Ellen Temperton discusses whether looking up information posted on social media, such as LinkedIn, Facebook or Twitter, or performing a search on an internet search engine, can be used as a basis for rejecting a job candidate, infringe an employee's data protection rights; or permit an employer to dismiss an employee.

In an article for PLC Magazine, Ellen Temperton discusses whether looking up information posted on social media, such as LinkedIn, Facebook or Twitter, or performing a search on an internet search engine, can be used as a basis for rejecting a job candidate, infringe an employee's data protection rights; or permit an employer to dismiss an employee.

Ellen goes on to discuss best practice and grounds that must be met if an employer discovers content online that gives rise to a desire to dismiss.

Related items

Employment

Employment is a central focus of our business, with around 100 lawyers in our team. Our practice is ‘the most highly nominated European firm’ in research conducted by Who’s Who Legal, with 14 lawyers listed in their Labour, Employment & Benefits 2017 ranking. Consistently top-ranked amongst our peers for over a decade, we advise UK and multinational clients of all sizes, and many of our partners are independently rated as leaders in the field. Not only do we have one of the UK’s largest employment law practices, we have truly global reach as members of Ius laboris, the world’s leading employment law alliance, and with our Asia Pacific base in Hong Kong.

Back To Top