This paper considers the implications in UK employment law of the increased use of social media. The paper looks at the discrimination risks associated with "discarding" candidates before interview because of their on-line profile. It also categorises the 5 most common ways that employees are "found out" on Facebook and other social media platforms often leading to disciplinary action. Finally, the paper looks at the thorny issue of whether or not employees own their Linkedin contacts or whether their employer can "retain" them when the employee leaves employment.