The rise of social media has presented both opportunities and challenges for employers seeking to leverage their employees’ online presence for business promotion. While employers may desire their workforce to act as brand ambassadors on personal social media accounts, the legality and boundaries of such requirements remain uncertain.

This article explores the complexities surrounding employers’ ability to require employees to promote the company on their personal social media accounts.

For help complying with employment laws and regulations, learn more about the HR services provided by Asure.

Navigating the Gray Area: The Fine Line of Personal and Professional

When considering the issue of requiring employees to promote the company on their personal social media accounts, it’s crucial to acknowledge the blurred boundaries between personal and professional spaces. While platforms like LinkedIn are primarily professional, other platforms such as Facebook or TikTok have a more personal nature.

Determining the appropriateness of requirements depends on the specific platform and its purpose.

Ownership and Control of Company Accounts: The Account Ownership Challenge

An often overlooked aspect is the ownership and control of company social media accounts. Employers must be mindful of who has administrative access to company accounts and safeguard against potential issues when employees leave the organization.

Clearly outlining ownership and control in employment agreements and policies can help mitigate risks associated with departing employees retaining control of company accounts.

Legal Considerations and Employee Rights: Balancing NLRA Protections

Under the National Labor Relations Act (NLRA), employees have the right to engage in protected concerted activities, which may include discussing work-related matters on social media.

Requiring employees to promote the company on personal accounts can potentially infringe upon these rights, especially if the content is not voluntary or if there are adverse consequences for non-compliance.

FTC Guidelines on Endorsements

The Federal Trade Commission (FTC) has established guidelines for endorsements and testimonials regarding a company’s products or services.

Employees who endorse their employer’s offerings on social media must disclose their relationship to the company to ensure transparency and compliance with FTC regulations.

Navigating Employer Expectations: Encouraging Voluntary Engagement

Employers can foster a culture of voluntary employee engagement on social media platforms by creating an appealing work environment and providing employees with reasons to endorse the company organically.

Recognizing and rewarding employees for their positive contributions can encourage them to promote the company willingly.

Educating Employees

Clear communication and training programs are essential to ensure that employees understand their rights and responsibilities when it comes to promoting the company on personal social media accounts.

Employers should educate their workforce on the appropriate use of social media, disclosure requirements, and the potential consequences of non-compliance.


The issue of requiring employees to promote the company on their personal social media accounts is a complex and evolving matter. Employers must carefully navigate the legal considerations, including employee rights under the NLRA and FTC guidelines on endorsements.

Balancing the need for brand promotion with respect for employee autonomy is essential. By promoting voluntary engagement, providing education, and setting clear expectations, employers can harness the power of social media while respecting the rights and interests of their employees.

The HR experts at Asure can train your employees to be compliant with employment laws and protect your business from costly penalties and investigations. Learn more here.

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