Social Media and Data Privacy in Hong Kong

1. Can the employer restrict the employee’s use of Internet and social media during working hours?

It would normally be acceptable provided that any such restrictions be supported by legitimate reasons, for example for the management of workplace productivity, for service quality control and for the enforcement of company policies, and that the restrictions align with the business needs of the employer.

2. Employee’s use of social media to disparage the employer or divulge confidential information

Monetary damages and other types of remedies such as injunctive and other forms of equitable relief may be available to the employer through civil proceedings.

For more information, please contact L&E Global.
This entry was posted in Social Media and Data Privacy on .