---
title: "Social Media Policy"
url: "https://legal.ge/en/service/labor-and-employment-law-en/social-media-policy-en"
field: "Labor & Employment Law"
description: "Corporate social media policy under the Georgian Labour Code: internal-rules form, contract attachment and the information purpose limitation. Legal.ge."
reviewed: "2026-02-15"
updated: "2026-10-14"
publisher: "legal.ge"
---

# Social Media Policy

> Source: legal.ge, https://legal.ge/en/service/labor-and-employment-law-en/social-media-policy-en

## The legal frame of a social media policy

A corporate social media policy balances the interests of every party in the labour relationship: the lawful interests of the employer, the freedom of expression of the employee and the rights of third persons. This page explains which norms govern that balance and what must be reflected in the text of the policy.

A corporate social media policy in Georgia does not rest on a dedicated statute — it is alive only if built on three norms: the internal rules of labour as its legal form (Article 23), the attachment of those rules to the employment contract, which turns breach into a ground of liability (Article 47), and the purpose limitation that bounds the information collected about employees (Article 11). The United States case-law doctrine of protected "concerted activity" on social media does not exist in Georgian law — importing it into a policy text is a mistake.

The full text is available on legal.ge after signing in: https://legal.ge/en/service/labor-and-employment-law-en/social-media-policy-en

### What form should a social media policy take?

The form of internal rules of labour (Article 23), attached to the employment contract (Article 47).

### Why is attachment essential?

Because a breach of internal rules is a termination ground only where the rules are part of the contract (Article 47, paragraph 2).

### What invalidates a policy provision?

Contrariness to the law or to the agreements — the provision is void (Article 23, paragraph 6).

### How does the law limit monitoring?

Collected information must be connected with the performance of work (Article 11).