When Good Morning Britain presenter Adil Ray revealed he had received threats from online trolls, he called it “deeply concerning”. He is far from alone. The UK is witnessing an escalation of online hostility, and the truth is sobering trolling has consequences not only for individuals but for workplaces, reputations, and society as a whole.
1. Not Just Words: What the Law Says
The Equality Act 2010 defines harassment as:
“Unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating someone’s dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment.”
This means it is not the intention that matters, but the impact on the person targeted. A “joke” or “throwaway comment” online can still count as unlawful harassment if it causes harm.
The Human Rights Act 1998 also guarantees the right to dignity, privacy, and freedom from degrading treatment. These protections apply in digital spaces too.
2. Employer Responsibility: Vicarious Liability
Under the law, an employer can be held legally responsible for the discriminatory or harassing actions of its staff, even outside the workplace, unless it can prove it took all reasonable steps to prevent it. This is known as vicarious liability.
That means:
- If an employee posts racist, sexist, transphobic, homophobic, or otherwise discriminatory content online, the employer may be accountable if no preventative steps (such as training or a social media policy) were in place.
- Reputational damage can be swift: organisations risk loss of contracts, funding, partnerships, and staff morale.
This makes proactive policies not just an HR issue but a strategic necessity.
3. Why a Social Media Policy is Essential
A robust policy can:
- Protect the reputation and profile of the organisation.
- Reduce the risk of legal claims and liability.
- Show funders, regulators, and the public that the organisation takes equality seriously.
- Retain and support staff, by making clear that everyone deserves safety and dignity.
4. Advice to Employers
- Create a Social Media & Online Conduct Policy (template below).
- Provide mandatory training on equality, diversity, and harassment.
- Include disciplinary consequences for breaches of the policy.
- Support staff who experience online abuse.
- Communicate clearly that online behaviour reflects the organisation’s values, even outside working hours.
5. Sample Workplace Policy
Workplace Online Conduct & Anti-Harassment Policy
Purpose
To ensure our organisation complies with the Equality Act 2010 and the Human Rights Act 1998, upholding dignity, equality, and respect in all online and offline spaces.
Scope
Applies to all employees, contractors, and volunteers. Covers personal use of social media where it may affect the organisation’s reputation or breach equality law.
Policy Statement
- Harassment, bullying, discrimination or trolling based on any protected characteristic (age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership, pregnancy and maternity) is strictly prohibited.
- “Not the intention but the impact” will be the standard applied.
- Breaches may lead to disciplinary action, up to dismissal.
- The organisation may be held legally responsible (vicarious liability) for staff conduct, unless it can prove it took all reasonable steps to prevent it.
Employer Responsibilities
- Provide training on equality, diversity, and safe digital behaviour.
- Monitor and review policies.
- Support staff affected by harassment.
Employee Responsibilities
- Use social media responsibly and in line with organisational values.
- Do not post racist, sexist, homophobic, transphobic, ableist or otherwise offensive material.
- Report online harassment promptly.
- Remember: your online actions can affect your employment and the organisation’s reputation.
6. Closing Thoughts
Adil Ray’s experience is a mirror held up to us all. Online hostility doesn’t remain online it spills into workplaces, communities, homes, and lives.
For individuals: every comment has impact – choose kindness.
For employers: every employee’s action reflects back on you – choose accountability.
A social media policy is no longer optional. It is protection: for your staff, your organisation, and the values we want society to embody.
“We may not control every tweet, but we can control the culture we create.”