With continued coverage around Gary Lineker’s departure from the BBC following his controversial social media post on Zionism, Employment Partner at law firm Harper James, Sally Gwilliam, comments on what this high-profile situation means for employers more broadly, particularly around employee social media use, reputational risk, and how businesses can respond proportionately and fairly when issues arise:

“Gary Lineker’s departure from the BBC following his repost of controversial content on social media is a timely reminder of how personal online activity can have professional consequences, particularly for individuals with a high public profile or a clear association with their employer.

“While Lineker has stated that he did not intend to offend and did not see the image in question, the incident illustrates how even unintentional online behaviour can generate real reputational damage. It also highlights how sensitive subjects, such as race, religion or political ideology, can quickly become sources of tension. For employers, the key lesson is that personal posts don’t always stay personal, and satire or political commentary is not immune from public scrutiny, especially when shared by someone seen as a representative of a brand or organisation.

“This is where corporate values matter. An organisation that positions itself as neutral, inclusive or impartial may find its tolerance for controversial expression, no matter how well-intentioned, is limited. Public statements that appear to conflict with those values can erode trust among clients, staff or stakeholders and may force the employer’s hand.

“Employers can’t eliminate risk entirely, but they can take proactive steps to reduce it. A well-drafted social media policy should clearly outline expectations for both professional and personal use, including guidance around tone, content, and potential consequences. Policies should be easy to understand, regularly reviewed, and supported by training that brings them to life with real-world examples.

“Organisations should create space for open conversation. Social media isn’t going away, and many employees, especially those in the public eye, want to use their platforms for positive influence. Encouraging responsible expression, rather than shutting it down entirely, can be a more effective and sustainable approach.

“Where posts do cross a line, employers must ensure any disciplinary action is fair, consistent and legally robust. A rushed or heavy-handed response risks legal claims and reputational backlash. Striking the right balance between individual freedom and organisational integrity isn’t always easy, but it is essential.”