In today’s digital era, what you post online, or even say publicly offline, can rapidly become a matter of public scrutiny. Many employees, and even law enforcement personnel, are often unaware that controversial posts or public actions can lead to disciplinary measures or dismissal, even if their employer is never explicitly named. Online and offline behaviour both carry consequences.
Companies take employee conduct seriously because public actions and social media posts can directly impact a brand’s reputation. A single viral post can tarnish a company’s image overnight, even when its name is not mentioned. Most organisations maintain codes of conduct, social media policies, and ethical guidelines that govern employee behaviour, including off-duty activity. Employers are also legally obliged to address misconduct that fosters a hostile work environment, breaches anti-discrimination laws, or disrupts business operations.
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The consequences of social media missteps are all too real. One prominent example involves Paystack, one of Africa’s leading technology firms, which dismissed its co-founder and chief technology officer, Ezra Olubi, following allegations of sexual misconduct. The suspension and subsequent termination came after social media posts alleged inappropriate conduct towards a subordinate. Previously published tweets by Olubi, containing sexually explicit comments about colleagues and minors, resurfaced, sparking global scrutiny.
More recently, rapper Medikal announced Erica Nana Akua Appiahimah, popularly known as Highest Eri, as BYK’s official PRO. While Medikal praised her extensive experience in radio, TV, and content creation, the appointment provoked backlash from Shatta Wale’s fanbase. Critics highlighted past negative remarks she had made about the “Ayoo” hitmaker, with some even threatening to boycott Medikal’s December 13 concert.
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These incidents serve as stark reminders that posts today can jeopardise careers tomorrow.
These cases underscores a critical truth: nothing posted online truly disappears. Deleted posts can be screenshotted, archived, or resurrected at any time.
Here’s why social media can be particularly risky:
Shatta Wale went on a livestream with Medikal and addressed the pain both BYK and SM fans are feeling over that unnecessary comment making waves. He advised content creators to be mindful of their words, because nobody knows what the future holds pic.twitter.com/kkzB16WqZk
— Maqcoy Reports (@maqcoyreports) November 22, 2025
Context Collapse – Posts made in one context may be interpreted differently years later. A joke shared with friends in 2010 could be scrutinised as a serious character flaw in 2025.
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At-Will Employment – Many employers have broad discretion to terminate employees whose posts violate policies or harm the company’s reputation, even if they were made before employment or outside work hours.
Rapid Reputational Spread – Digital information travels fast. Within hours, controversial content can reach thousands, potentially creating widespread damage.
The Court of Public Opinion – Viral posts often pressure companies to act swiftly to protect their brand, sometimes regardless of legal obligations.
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Behaviours That Can Lead to Termination
Discriminatory Content: Racist, sexist, or homophobic posts violate workplace anti-discrimination laws and are a leading cause of dismissal.
Sexual Misconduct: Posts containing explicit remarks about colleagues or subordinates can result in immediate termination.
Confidential Information: Sharing company secrets or sensitive data can trigger legal action alongside dismissal.
Unpopular take: I get why some mdk fans bore cos Erica has criticised and 'disrespected' mdk in the past. However, this is a very strategic move for 3 reasons:
1. Hiring one of your biggest critics means you've eliminated one of your biggest critics.
2. Your biggest critics… pic.twitter.com/MESrrw1UGs
— Hubert Tieku Esq (@KwesiHubert) November 22, 2025
False Statements: Misrepresenting an employer or colleagues, particularly in ways that damage reputation, is risky.
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Violent or Threatening Content: Posts promoting violence or threatening others provoke immediate action.
Policy Violations: Many organisations outline acceptable online behaviour; violating these rules, even unintentionally, can carry consequences.
Misaligned Conduct: Posts contradicting company values may lead to termination, especially for senior staff.
Employees often overestimate their legal safeguards:
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Freedom of Speech: Constitutional protections, like the First Amendment in the U.S., typically cover government censorship, not private employers.
Protected Concerted Activity: Discussions about wages or working conditions may be safeguarded, but discriminatory or harassing content is not.
Anti-Discrimination Laws: Employers cannot fire based on protected characteristics, but they can act against employees expressing discriminatory views.
Best Practices for Social Media Safety
Think Before You Post: Assume all content is visible to employers, clients, and the public.