Document Type



Available under a Creative Commons Attribution Non-Commercial Share Alike 4.0 International Licence


Social topics, 5.5 LAW, Law

Publication Details

School of Languages, Law and Social Sciences, Technological University Dublin, 2016.


Nowadays, Social Media and the Internet are useful and powerful tools within society. It provides great convenience to conduct activities within the job market such as: free web advertising, talent hunting or collecting precious marketing data. However, in some cases, Social Media and the Internet can be a “bone of contention” between the employer and employee relationship.

The main purpose of this essay is to demonstrate bilateral relations between internal disciplinary procedures between Companies and the Internet – Social Media, in light of the Unfair Dismissals Acts 1977-2007. It will be presented in relation to the following determinants[1]:

  • screening or vetting employees,
  • ownership of the Social Media account,
  • productivity,
  • employer brand protection,
  • internal disciplinary procedures,
  • the Internet and Social Media usage policy.

This thesis includes three chapters, introductory remarks, and a relevant list of sources. The first chapter defines one of the main sources of the Irish Employment Law – the Unfair Dismissals Acts 1977-2007 and the conditions resulting from it, in regards of disciplinary procedures[2].

The second chapter of the essay addresses dilemmas of bilateral relations between internal disciplinary procedures and the Internet – Social Media. This part analyses dilemmas based on the above circumstances.

The third chapter discusses possible remedies in avoiding the termination of an employment contract and further action based on disciplinary procedures.

[1] William Fry Employment Report 2013, Social Media in the Workplace, Dublin 2013, p. 3.

[2] Unfair Dismissals Acts 1977-2007, [online:] [], accessed on the 20.10.2015.