Employment and Social Media: Tribunal Suspends NHS Doctor over Online Posts

Published : December 17, 2025

An NHS trainee doctor has been barred from practising medicine as a result of social media posts which are alleged to justify terrorism and express support for violent action and terrorist organisations. The disciplinary action considered the connection between employment and social media, underscoring the delicate balance between privacy and protecting an employer’s reputation. It also offers key lessons on the limits of free expression for regulated professionals, particularly in the use of social media. 

What Happened in the Case?

The Facts

Dr Rahmeh Aladwan, a 31-year-old trainee trauma and orthopaedic surgeon, is currently subject to a fitness-to-practice investigation by the General Medical Council (GMC). The GMC is an organisation responsible for regulating doctors and physician associates to protect patient safety. While it issues regulatory rulings, it doesn’t conduct employment disciplinary actions.  

Dr Aladwan was initially subjected to an Interim Orders Tribunal (IOT), which determined that no working restriction should be made. However, in October 2025, a further IOT referral was made after the GMC alleged that there had been an “escalation in the tone of Dr Aladwan’s social media posts”. This perceived escalation followed the Manchester synagogue attack that same month. Since then, the tribunal has barred Dr Aladwan from practising for 15 months, with the decision subject to review within six months.

Read more: Employee Misconduct at Work: Met Officer Dismissed After Misusing Laptop for Misogynistic Writing

The original investigation was based on Dr Aladwan’s social media posts, both shared and created. These were alleged to have expressed support for “violent action and terrorist organisations”. Her posts on the social media platform X (formerly Twitter) included conspiracy theories and language which it is alleged would encourage hatred towards Jews, their history and their way of life. 

Her lawyer argued that there was no evidence that her activity affected patient safety or her ability to fulfil her duties as a doctor. Dr Aladwan herself denied making racist posts and argued that they fell into legitimate political speech. 

Following the Ruling

After the ruling, Dr Aladwan responded that the decision acted as proof that there is no independent British medical regulation. Instead, she suggested that the Israeli and Jewish lobby decide who can and cannot practise medicine in Britain.

Dr Aladwan concluded:

“This is not an end. It is the beginning of a far greater battle for the integrity of our institutions.”

If you have been subject to workplace discrimination or believe your employment rights have been breached in relation to the use of social media, speak to us. Redmans Solicitors are experts in the employment sector, and our solicitors would be happy to assess your case.

Can Employees Be Disciplined for Social Media Posts in the UK? – The Rights and Risks

There is no single piece of UK legislation covering the relationship between employment and social media. The current framework comprises the Employment Rights Act 1996, the Equality Act 2010, and the Human Rights Act 1998, among others. 

Key Considerations for Employers and Employees

  • Employers should ensure they have a clear and well-communicated social media policy. This should outline expectations, potential social media misconduct, and the consequences of any policy breach. 
  • Employees should consider the potential risk posed by social media posts. An employee may post on a private social media account, but may still be held responsible by their employer. Dismissal may be justified if the post could be perceived as damaging, either to the employer’s reputation, to financial loss, to the disclosure of confidential information, or to the employer-employee relationship. 
  • When assessing social media posts, employers must consider the full context, including how the post was created, whether the employee is an identifiable member of the company, who is reading it, and the potential damage to the business. 
  • The idea of protected beliefs is also particularly important. These are deeply held philosophical convictions (not merely opinions) about a significant aspect of life. A belief must be genuinely held, weighty and substantial. It must also be cogent, coherent, and worthy of respect in a democratic society. Posts expressing such beliefs may be protected under the Equality Act 2010; however, the manner in which they are expressed may still justify disciplinary action.
  • Employers who wish to pursue disciplinary action must do so fairly and thoroughly. They must also adhere to the ACAS Code of Practice on disciplinary and grievance procedures. 

Employment and Social Media: What Amounts to Gross Misconduct? 

Under UK law, gross misconduct refers to actions or behaviour that are so unprofessional or negligent that they undermine the trust and confidence between employee and employer. Such conduct is usually deliberate or amounts to serious negligence, allowing the employer to dismiss the employee immediately, without notice.

When assessing whether a social media post constitutes gross misconduct, even a single comment, repost, or response may be deemed offensive or inappropriate enough to satisfy the threshold. Furthermore, posts made many years ago could be just as relevant as something from yesterday. Therefore, since nothing shared online is truly private, it’s essential to consider the consequences before posting.

Takeaways From the Case

The case above highlights that professionals in regulated fields are held to a standard of conduct that applies even outside of their professional duties. The GMC’s social media guidance balances freedom of expression with the public interest and public confidence. 

Context and the manner in which views are expressed, including frequency and tone, are also important. “An escalation in the tone” of Dr Aladwan’s posts was noted by the tribunal and considered significant in the decision.  

Read more: ACAS Employee Wins Free Speech Case After Opposing Critical Race Theory (Sean Corby V ACAS)

The impact on public confidence is also key in the case of regulated fields. Dr Aladwan’s alleged conduct was considered capable of undermining patient confidence in both her and the medical profession more generally. As a result, regulators may take action even when no direct patient harm is identified.

What Individuals Can Do if Their Rights Are Breached

If someone’s accused of social media misconduct and faces employee disciplinary action, the first step is to review their employer’s internal social media policy. They should review the outlined guidelines and the potential consequences of any breach. After this, individuals can seek advice from their trade union (where relevant), ACAS, or an employment lawyer. Where an individual believes they’ve faced potentially unfair treatment, it may be relevant to bring an employment tribunal claim. Getting specialist advice first, though, is recommended.

Get Help with Redmans with Issues Over Employment and Social Media

If you believe that your employment rights have been breached in relation to social media posting, speak to us. Redmans Solicitors are experts in the employment sector, and our solicitors would be happy to assess your case, answer your queries and present potential options to move forward. Where relevant and eligible, we can also guide you through the legal process to ensure you achieve an optimal outcome.

To talk to us and find out what we can do to help, simply: 

The information on this page is intended for general informational purposes only and does not constitute legal advice.