The HR behind social media trends

Let's be honest TikTok is all the rage and those trends are doing the rounds at many workplaces across the world. So we thought it was time for some HR guidance on this topic!

Social media trends move quickly, and it is not unusual for them to filter into the workplace. While some challenges or trends can help boost morale and creativity, others may pose risks to professionalism, customer relationships, and employee wellbeing.

Employers must carefully consider how to handle these situations, ensuring that workplace culture is positive while also remaining compliant with UK employment law.

This guidance outlines what is acceptable and what should be avoided when staff engage with popular social media trends such as “bring a random object from home”, “prank your boss”, and “poor customer service.”

Acceptable trends: light hearted and low-risk participation

Trends such as “bring a random object from home” are generally harmless and can be a creative way for employees to engage with each other. They may even support team building if managed appropriately.

Employer considerations:

• Voluntary participation: employees should not be compelled to join in. Participation should remain a choice to avoid concerns of exclusion or indirect discrimination under the Equality Act 2010.

• Clear parameters: set ground rules to ensure that objects brought in are safe, non-offensive, and suitable for the workplace.

• Internal platforms: consider encouraging participation on internal communication channels rather than public social media, where brand and reputational risks are higher.

TikTok trends with Coworkers

Problematic trends: pranks in the workplace

Trends such as “prank your boss” may appear humorous but can create significant risks for employers. What one person perceives as a joke, another may regard as harassment, bullying, or humiliation.

Legal context:

The Equality Act 2010 prohibits harassment related to protected characteristics and obliges employers to prevent behaviour that could reasonably be considered offensive.

Under the Health and Safety at Work Act 1974, employers are responsible for maintaining a safe working environment, which includes protecting employees’ mental wellbeing.

Employer considerations:

• Establish in your policies that pranks directed at colleagues or managers are not acceptable.

• Train managers to address inappropriate conduct promptly and consistently.

• Promote a culture of respect to reduce the risk of grievances or claims.

• Don't risk brand damage or a legal case by jumping onto the trend bandwagon

High-risk trends: poor customer service

The “poor customer service” trend, where employees deliberately provide bad service for comedic effect, presents reputational and contractual risks for organisations.

Legal context:

If employees follow a trend encouraged by management and later face disciplinary action, there may be grounds for an unfair dismissal claim under the Employment Rights Act 1996.

Employer considerations:

• Make it clear that customer service standards must not be compromised for entertainment.

• Provide safe alternatives for employees to express creativity, such as behind-the-scenes insights or positive team challenges.

• Reinforce boundaries around what employees can and cannot post on behalf of the business.

Policy and Practice: how employers can stay ahead

To manage these issues effectively employers should:

• Review and update policies: Ensure social media and conduct policies clearly state what behaviours are acceptable both online and offline.

• Communicate expectations: Regularly remind employees about professional standards and the potential risks of engaging in trends.

• Offer training: Equip employees and managers with knowledge on appropriate use of social media and workplace conduct.

• Foster open dialogue: Encourage staff to raise questions about trends before participating, so issues can be addressed proactively.

Social media trends will continue to evolve, and while some can positively influence workplace culture, others can undermine professionalism and create legal risks. Employers should adopt a clear, consistent approach and be willing to allow light hearted, low-risk trends that foster inclusion and creativity, but take firm steps to prevent those that could harm employee wellbeing, customer relationships, or the organisation’s reputation.

If you'd like to talk about including this type of information into your company handbook or internal policies let's talk.