The unprecedented growth of social media has seen the number of defamation cases involving online content rapidly increase. The popularity of sites, such as Facebook and Twitter and the ability for users to share their views, and 're-tweet' defamatory or potentially harmful statements, can present a huge problem for individuals and corporates trying to protect their reputations from harmful user-generated content.

Social media users are wrong to think they can operate outside Britain's strict law on defamation, which protects a person's reputation, no matter in what media. Companies may also find themselves taking responsibility for statements made by their employees which are deemed to be slanderous. Employers need to make their staff aware that, in the U.K, the law of libel makes it an offence to communicate defamatory remarks where that communication takes some form of permanence. For instance the tarnishing of Lord McAlpine's reputation through Twitter is a clear example of libel.

But what rights do victims of Twitter defamation have? Furthermore, how can those who defame on Twitter be held accountable and will employers find themselves liable for remarks made by employees? Social Media Guide – Key questions for employers – Burges Salmon lawyer Roger Bull can provide detailed points on these questions and more to create a piece of editorial that formulates a sort of ‘how to guide’ for employers: What’s the cost to business of misuse of the internet and social media?’; Should employers consider an outright ban on social media use at work?; Why should a business have a social media policy?; What are the main points that should be covered in a social media policy?; How can employers enforce a social media policy?; Why should employers include defamation in their social media policy?