The increased use of email and social media by employees and management may lead to more defamation litigation arising out of the workplace. Such lawsuits can take various forms: employee v. employer based on an alleged false statement of the reason for termination; employee v. employer for false and malicious references to a prospective employer; or employee v. co-worker for statements relating to performance. Of particular note, Minnesota recognizes the doctrine of “compelled self-publication,” which could permit an employee to assert a defamation claim against his or her employer even if the stated reason for termination is not communicated to anyone else, provided that it was foreseeable to the employer that the employee would have to disclose the reason to a third party and that the stated reason was false. Employers should be aware of statutory defenses to claims for defamation that apply to the provision of references to prospective employers of former employees, the contents within the employee’s personnel file, and termination letters requested by employees under Minn. Stat. § 181.933. These defenses will protect employers in many circumstances, but statements and representations by management or coworkers on email and social media could serve as important exceptions due to the type of forum and context such statements are often made.