A worker won $600,000 after Twitter said his goodbye messages showed he had resigned
A former Twitter employee in Ireland has won a remarkable $600,000 after Twitter incorrectly assumed that his farewell messages indicated he had resigned. The case, which unfolded over months, highlights critical lessons for both employees and employers. The judgment was handed down recently, shedding light on the events that led to the worker’s dismissal.
Gary Rooney, the employee at the center of the case, had worked at Twitter’s European headquarters in Dublin for nearly ten years. When Elon Musk took over the company in October 2022, he quickly sent an email asking employees to commit to an “extremely hardcore” work culture or leave. The message instructed employees to click a link to confirm their commitment, with a deadline to respond. Those who didn’t reply would be considered to have resigned and were promised a severance package.
Rooney did not respond to the email. Twitter’s HR department sent him a follow-up message three days later, stating that his lack of response was treated as his resignation. Rooney, however, had no intention of leaving and responded a week later, clarifying that he never resigned. Despite his clear message, Twitter continued to treat his case as a voluntary resignation, prompting Rooney to take the matter to Ireland’s Workplace Relations Commission (WRC).
The WRC sided with Rooney, determining that Twitter’s actions were unjustified. The court awarded him approximately $600,000 for unfair dismissal. The case has drawn attention due to the unconventional way in which Twitter handled Rooney’s exit, using his lack of response to an email as proof of resignation without any further dialogue.
The situation raises significant concerns about communication in the workplace, particularly in the context of remote and hybrid work environments. Experts argue that employers must be more transparent when making significant changes to employment terms and avoid ambiguous instructions like the ones sent by Twitter.
One of the key elements in Rooney’s case was a series of Slack messages he sent to a colleague on the day of Musk’s email. Rooney mentioned that he wasn’t pressing the “yes” button and shared his frustrations with the company’s new direction. Twitter later used these messages as evidence of his intention to leave, but the WRC found that these personal messages had no relevance to his formal employment status.
The case highlights the growing complexity of communication in modern workplaces. Employers now rely heavily on tools like Slack and email to manage large, remote teams, but unclear or rushed communication can lead to costly mistakes. HR professionals recommend that employment matters, particularly resignations, should involve personal conversations wherever possible. Relying on digital communication alone can lead to misunderstandings, as evidenced by Twitter’s treatment of Rooney’s case.
Additionally, employees are reminded to be cautious about their use of internal communication platforms like Slack. While these tools facilitate easy communication, they also provide employers with a record of conversations that could be used in disputes. Experts caution workers that their messages may not be private and can be used as evidence in cases of employment disputes.
This case is a stark reminder that clear, direct communication is essential in the workplace. Employers should ensure that policies are not only communicated effectively but are also understood by employees. Similarly, workers must remain mindful of how their actions—or inactions—could be interpreted by their employers, particularly in remote work settings where personal conversations may not happen as frequently.
For both parties, it’s a lesson in the importance of clarity, transparency, and proper handling of workplace communication.
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