Social media has become a global outlet for self-expression, with TikTok emerging as one of the most popular platforms On TikTok, “day in the life” videos have exploded in popularity, offering behind-the-scenes looks at careers and workplaces. But for employers, these videos are not just harmless entertainment; they can present serious risks to security, confidentiality, and compliance.
A recent viral example proves the point. TikTok creator Brymarixx posted a “come to work with me” video while on shift at an airport security MAC store in LAX. The footage captured backroom access and cash-handling procedures. What may have felt like lighthearted content quickly drew criticism online, with viewers calling it a “massive security breach.” Not long after, the employee was reportedly terminated.
For Canadian employers, this case is a clear reminder: filming at work without authorization can justify discipline, up to and including termination for cause.
Security & Confidentiality Risks
Many workplaces contain sensitive or proprietary information in plain sight: cash registers, stockrooms, security codes, client files, or employee schedules. Recording and publishing workplace footage can unintentionally expose details that compromise safety and operations.
For employers in regulated industries, aviation, healthcare, and finance, such breaches can also trigger compliance concerns with regulators and privacy laws. Even a single video can create liability, reputational damage, and operational risks.
Contracts, NDAs & Employment Obligations
Most employees are bound by written contracts, workplace policies, or non-disclosure agreements. Recording internal processes, client interactions, or colleagues without consent may violate these obligations.
Under Canadian employment law, a breach of confidentiality or a violation of workplace rules can amount to serious misconduct. When trust is broken, employers may be justified in ending the employment relationship for cause. This means immediate termination without notice or severance.
Social Media Policies & Termination for Cause
Many employers already have policies that govern social media use. These policies typically prohibit:
- Posting workplace content without approval,
- Sharing confidential information, and
- Damaging the reputation of the business or its clients.
An employee who disregards such policies risks discipline or termination. Courts and arbitrators in Canada have upheld termination for cause in cases where employees’ social media activity compromised confidentiality, security, or workplace trust.
Practical Guidance for Employers
Given the rise of social media trends like “day in the life” videos, employers should take proactive steps to protect themselves:
- Review and Update Policies: Ensure employment contracts and policies clearly prohibit unauthorized filming or disclosure of workplace content.
- Communicate Expectations: Regularly remind employees of confidentiality obligations and the risks of social media misuse.
- Respond Quickly: Where breaches occur, act promptly with discipline to protect business interests and demonstrate zero tolerance for security risks.
- Provide Alternatives: If appropriate, consider controlled, employer-approved opportunities for staff to share workplace content without compromising operations.
The recent viral TikTok video highlights how a seemingly harmless trend can lead directly to termination. For employers, the key takeaway is clear: unauthorized workplace filming is not just unprofessional-it can be a breach of trust and grounds for dismissal with cause.
In today’s social media landscape, employers must be proactive in setting boundaries, enforcing policies, and protecting both their workplace and reputation.
Further Insight for Employers
For more insight on how personal online conduct even outside of work hours can impact employment status, please refer to our blog tailored for Ontario employers on Social Media & Off-Duty Conduct in 2025 or reach out to our employment lawyers for more advice
It outlines how off-duty behaviour online or otherwise can justify disciplinary action if there’s a tangible connection to workplace harm. It also proposes practical guidance on policy design and fair enforcement for employers.
