Employee expression in China: a guaranteed freedom or a potential right?
The increase in dismissals linked to employee expression on digital social networks has revealed the lack of freedom or right of expression in the employment relationship. In practice, companies are free to exercise their regulatory and disciplinary powers in order to limit and/or punish employee ex...
保存先:
| 出版年: | URI:https://journals.openedition.org/rdctss, |
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| 第一著者: | |
| フォーマット: | Article ou chapitre numérique |
| 言語: | Anglais |
| 出版事項: |
Revue de droit comparé du travail et de la sécurité sociale
2025
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| 主題: | |
| オンライン･アクセス: | Accès Université d'Orléans et IFPM Accès Université d'Orléans et IFPM |
| 要約: | The increase in dismissals linked to employee expression on digital social networks has revealed the lack of freedom or right of expression in the employment relationship. In practice, companies are free to exercise their regulatory and disciplinary powers in order to limit and/or punish employee expression on digital social networks. At the same time, case law confines itself to examining the formal conditions of internal regulations as well as to applying the duty of loyalty in order to measure the employees’ expression of opinions. On a legislative level, given the silence of labor law, the constitutional consecration of freedom of expression for citizens cannot lead to its existence for individual employees. Given the weakness or absence of trade unions, it is necessary to legislate on this matter. |
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