Company Policies on Employee Discussions and Comparisons with Other Companies

Dear professionals,

Is it permissible for the company to place restrictions on employees discussing other companies and making comparisons? Is there an existing clause that prevents employees from engaging in internal discussions that could be detrimental to the company?

Looking forward to your update.

Hi,

You cannot forbid employees (either verbally or through adding some clauses in Appointment letter) from discussing /comparing their wages/benefits / work environment with other Company. Only thing your employer can do is to offer congenial work environment , competitive salary on par with market standards, opportunity for growth, recognition for hard work etc. But even then some where or other some employee will murmur and gossip about other Company. You cannot eradicate this culture fully.

Thank you.

How can we carry out a study from an HR perspective to assess whether the compensation packages offered to our employees align with industry norms for competitiveness?

Hi,

Through salary benchmarking which can help organizations to retain talented individuals.

You need to collect salary data of competitor companies who do similar business and analyze. You can get this data through salary survey / consultants who conduct survey

Hi Priya S Lakshmi,

In many jurisdictions, companies have the right to implement certain restrictions on employee behaviour, including discussions about other companies and making comparisons. These restrictions are typically outlined in employment contracts, company policies, or employee handbooks.

One common type of clause that addresses this issue is a confidentiality clause. This clause may prohibit employees from disclosing certain types of information about the company, including sensitive financial or strategic information, to external parties or even within the company itself.

Additionally, non-disparagement clauses are often included in employment contracts or company policies. These clauses prohibit employees from making negative or disparaging statements about the company, its products, or its employees, whether internally or externally.

However, it's important to note that there are legal limitations to these types of clauses. For example, in many jurisdictions, employees still have the right to engage in "protected concerted activity," which can include discussions about workplace conditions, wages, and other terms of employment.

It's crucial for both employers and employees to be aware of their rights and responsibilities in these matters. If you have specific concerns or questions about your employment situation, it's advisable to consult with an Advocate, who is well versed labour laws .

Thanks

Dear Lakshmi Priya S,

In every organisation, formal and informal communication go side by side. While the authorities have control over the former, they cannot control the latter. Informal communication is mostly done privately.

Your question is about banning discussion on comparison with the competitors. Come what may, some comparisons will continue to happen. After all, are you not recruiting employees from the competitors? If yes, then a comparison with the former company is natural.

If the comparison is happening in private conversations, then you cannot control it. Even the court has ruled that an employee has a complete right to vent his/her frustration in the private WA groups. To know more about it, you may click the following link:

https://www.citehr.com/642447-employee-has-right-vent-management-cannot-take.html

The tendency to compare is natural. Comparisons happen in personal life also.

If you wish, then encourage the employees to come up with suggestions on the best practices adopted by the competitors. Nothing wrong in imitating the best practices. This could improve your systems and processes. Over and above, the person who gave the suggestion could be motivated. Who does not wish to see his/her suggestions are not implemented?

Thanks,

Dinesh Divekar