UK blogger dismissal a warning to firms

Firms must establish clear policies on blogging in the workplace

The sacking of a UK woman from a Paris-based accountancy firm for content posted on her weblog has again highlighted the need for firms to implement and communicate clear blogging policies to their staff, according to experts.

Catherine Sanderson, whose blog, Petite Anglaise, about her life as a single mother living and working in the French capital, reportedly attracted on average 3,000 visitors a day. She alleges she was sacked because despite writing anonymously, she posted a picture of herself on the site which her employer Dixon Wilson believed identified the company to the public.

Sanderson is now suing Dixon Wilson for unfair dismissal, seeking around £53,000, after reportedly being expelled for "dismissal for real and serious cause – breakdown of trust ".

There have been several high-profile cases in recent times of bloggers being fired by their employers for comments made in their blogs, involving firms such as Google, Waterstones and Delta.

Phil Turnbull of web hosting firm Hostway argued that firms need to be much more open with their staff on this topic, many of whom may be writing personal blogs that include references to their careers and colleagues. "Clarity and communication on the topic is needed," he said. "The onus must be on companies to make policy clear, whether it’s a personal or a corporate-sponsored blog."

But Turnbull added that staff who work for a professional organisation should also realise that writing about their jobs could impact their career. "You're a representative of your company outside of work and need to be aware [that this includes] a personal blog," he argued. "You should be upfront and clear with your employer [about what you are writing]."

Research conducted by Hostway last September found that 94 percent of firms had not informed their employees of policies towards blogging.

Rachel Dineley, a partner of the employment group at law firm Beachroft LLP, said that employees owe a "duty of good faith" not to defame their employer, although she also urged firms to communicate clear blogging policies to their staff. "There are three incentives: maintaining good employee relations; protecting the brand and reputation; and avoiding adverse financial consequences if it all goes wrong," she explained. "It is not a risk employers have generally picked up on and maybe this case will ring alarm bells for them."

She added that firms should accompany clear policies with a proper grievance procedure, so if an employee is unhappy at work they can use these channels rather than publicise it in a blog.