TikTok has been accused of offering workers a “stark” choice between performance improvement plans or leaving their job.
The Communications Workers’ Union said it strongly condemned the company’s “harsh” treatment of some workers.
Its claims come after it was revealed last month that the Chinese online video-sharing platform planned to cut up to 300 jobs at its Dublin base.
John Bohan, an organiser at the union, said he had come across multiple cases where staff faced a choice between an improvement review or leaving with severance pay.
He said the improvement plan was usually offered following a low score in a performance review. He claimed the metrics used to assess individuals could be “incredibly arbitrary”.
Mr Bohan alleged that targets could be far higher than average grades across a worker’s team.
“The fact is the people doing the improvement review are not being supported and people are being shown the door,” he said. “It’s an extremely demoralising and intensive practice.”
A Dublin-based worker, who went through the performance-improvement process but did not want to be identified, said she opted for it rather than the termination of her contract with compensation.
“It would not pay my rent for more than two months,” she said. “No matter how good or bad I did, I felt the company wanted me to leave. Most people don’t pass. I felt really demotivated to work here.”
Mr Bohan said: “This kind of practice would happen in companies known for putting more intense pressure on staff. An impression has been created that there’s no point doing the performance improvement plan (PIP).
“Some people wonder if they are going to fail this, ‘they just want me to go now’…It’s all too common following large-scale redundancies that we see smaller and less formal or clearly outlined ways of reducing head counts. This is more difficult for people and causes more strain to go through that process.”
He said staff could choose either option, but questioned whether it was “best practice for their well-being”. He said staff could face a disciplinary process if they got a negative result in an improvement review.
“Renting in Dublin, with the state of the market at the moment, if you just get two months’ pay, that’s gone very quickly. It’s a tough choice.”
CWU deputy general secretary Ian McArdle claimed members were facing widespread reorganisation, leading to excessive workloads and diminishing career progression opportunities.
“These changes are damaging to both their professional development and mental well-being, with little support provided to manage the increased pressure,” he said.
“The CWU calls on TikTok to halt these practices immediately and engage in meaningful discussions with the workers’ union.
“We demand fair treatment, dignity and viable options for our members, ensuring their rights are respected and their contributions valued.”
The Dublin-based worker claimed there is a lot of uncertainty among staff in the wake of recent redundancies and US president Donald Trump’s clashes with the Chinese government over tariffs.
This has led to a sell-off deal on TikTok’s ownership – to avoid a ban – being put on hold.
“I think it will of course add to the uncertainty because people won’t really know about their future and what to expect and what kind of environment they will be working in,” she said.
She added that she had been “flabbergasted” by the level of redundancies sought earlier this year.
“It was cruel because there are some people who are dedicated and working for the company for more than five years,” she said.
At the same time, she said she felt her salary was good, as well as other perks for staff. She said the Dublin office looked like a contemporary museum, and had amenities including sensory rooms, lactation facilities, prayer rooms. She said staff also got free meals.
“I can say from my point of view, the more you work here, the more questions you can have. Of course, in the very beginning, I was in the euphoric state because of the fact, ‘Oh my God, I got into a really well-known company’.”
An impression has been created that there’s no point doing the performance improvement plan (PIP)
A TikTok spokesperson said it had a comprehensive performance review system that integrated multi-source feedback from peers, leaders and team members.
There were strict guidelines to ensure fair and objective evaluations across all departments and a structured appeal process for those who wanted to contest assessment outcomes.
Source: Irish Independent
