When does an employee’s conduct outside the workplace become a legitimate concern for an employer?
In an article published by the International Bar Association, Rashel Ann Pomoy and Benzon Rambayon examine the circumstances in which an employer may discipline an employee for out-of-office speech or conduct.
The article discusses relevant Philippine jurisprudence and explains why virality, public criticism, or reputational discomfort alone may not justify disciplinary action. Employers must establish a clear connection between the conduct and the employment relationship, observe due process, and ensure that the penalty is proportionate to the offence.