A Nigerian content creator, Becca Oluwabukola, has narrated how her activities on TikTok allegedly led to the loss of her job at a commercial bank after she was repeatedly queried over videos recorded at her workplace.
Becca disclosed her experience in a TikTok video shared on Thursday, claiming that she was eventually asked to resign after the bank accused her of exposing a “sensitive area” of its premises in one of her office vlogs.
She did not disclose the name of the bank or her position within the organisation.
The content creator, who is known for lifestyle videos documenting her daily 9-to-5 routine, said she began creating content in 2018 and sometimes arrived at work early to record because she did not have a suitable space at home.
According to Becca, her problems with the bank began in July 2022 after she posted a video using a sound about a salary increase she considered inadequate.
She said the video was not intended to ridicule her employer but nevertheless resulted in her being contacted by her branch manager and subsequently queried by the bank’s head office.
“They said it was against their social media usage. I was home for quite some time and I was reinstated,” she said.
Becca added that she later became a permanent staff member, but her social media activities continued to attract scrutiny from the bank.
She said that in 2026, she received several warnings over videos posted on her TikTok account.
According to her, another incident occurred after she filmed part of her office during a vlog. She said she immediately deleted the video but received another query a week later over what the bank described as “inappropriate exposure of the bank sensitive area.”
“I got invited again to the disciplinary committee. I apologised only for me to get a call from my boss and then he says you’ve been asked to resign effective immediately and that’s it. I did as instructed and even cried,” she recounted.
Becca’s account has since sparked discussions about the limits of employees’ social media activities, particularly for workers in sectors where confidentiality and security are considered critical.
A review of banking regulations indicates that financial institutions generally restrict employees from publicly sharing sensitive or restricted areas of their workplaces without authorisation.
Such restrictions may cover areas including cash vaults and strong rooms, CCTV and security control rooms, restricted back-office operations, customers’ personal or financial information, internal systems and terminals, passwords and confidential documents.
Banks may also prohibit employees from publishing internal procedures or operational details that could compromise security.
Becca’s experience highlights the potential conflict between personal content creation and workplace policies, particularly where employees record or publish material from their places of employment.
The bank involved has not been publicly identified, and there was no indication in Becca’s account that it had issued a public response to her claims.
