A former Twitter employee in Ireland, Gary Rooney, won compensation of approximately US$600,000 after winning a case for unfair dismissal. Rooney, who worked at the company for nearly a decade, was director of source to pay in Dublin when Elon Musk acquired the social media platform for US$44 billion in October 2022.
From media outlet TN they claim that after taking control of Twitter, Musk sent an email to all employees asking them to commit to an “extremely demanding” work regimen or resign. “This will mean working long hours with high intensity. Only exceptional performance will constitute a passing grade,” Musk wrote in the e-mail. The message also stated that those who did not respond affirmatively to the link provided to “be part of the new Twitter” would get a three-month severance package.
Rooney filed a lawsuit with Elon Musk’s company
Rooney, however, did not respond to the email. Three days later, he got a second message from human resources informing him that the company assumed he had decided to resign and accept the voluntary separation offer. “At no time have I indicated to Twitter that I am resigning from my position,” Rooney replied a week later, according to documents recently released by the Irish Labour Relations Commission.
Twitter, under Musk’s leadership, treated the lack of response as a resignation, prompting Rooney to file a claim for wrongful termination. The commission ruled in his favor, noting that Musk’s initial email did not provide clear terms about the changes in working conditions and that there was no evidence that Rooney had voluntarily resigned.
Warning to other employees
Rooney’s case has revealed details about Twitter’s human resources practices under Musk’s leadership, and serves as a warning to other employees about the importance of clear communication with their employers. According to human resources experts, Twitter’s handling of the situation was problematic due to a lack of clarity in communication and the use of informal language.
In addition, Rooney’s use of internal messages on platforms such as Slack was used as evidence against him during the trial. Although Rooney mentioned on Slack his intention not to continue with the company, the commission concluded that these messages were not relevant to determine the termination of his employment.
The case highlights the risks employees face when using internal messaging systems, which can be monitored by employers and used as evidence in legal disputes. Although Rooney ultimately won her case, experts emphasize the need for greater clarity in workplace communication and care in the use of digital platforms within the professional environment.