The increasing popularity of social media usage in the workplace, as well as rapid advancements in workplace surveillance technology, have made it easier for employers in China—as elsewhere—to access a vast quantity of information on employees’ social media networks. Considering that Chinese privacy and personal data protection laws have been relatively weak, there have been a growing number of cases brought before courts in China involving employer access to, and use of, employee social media content. This essay examines a number of these cases.