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In October 2024, EY US said it had terminated employees after an investigation found they violated its Global Code of Conduct and US Learning Policy by attending overlapping online sessions during EY Ignite Learning Week. Some employees told reporters they did not understand that joining multiple sessions at once was prohibited and felt dismissal was disproportionate. Those are competing accounts; the reviewed reporting does not establish an independent ruling on the policy’s meaning or the fairness of the discipline.
What happened at EY Ignite Learning Week?
The incident reported on October 22, 2024, involved US-based employees and online training sessions held during EY Ignite Learning Week in May 2024. CBS News reported that EY determined employees had taken part in two online sessions at the same time; Cybernews described an internal investigation that found some staff took more than one course during the event. The Irish Times reported that Ignite sessions counted toward the 40 continuing professional education credits EY required employees to complete annually.
EY said it acted after finding policy violations. In a statement quoted by CBS News, a spokesperson said EY US had terminated individuals who, after an investigation, were found to have violated the firm’s Global Code of Conduct and US Learning Policy. The Irish Times quoted EY describing the disciplinary cases as a “small number.” The reviewed reporting does not establish a reliable total number of employees dismissed.
Why did some employees dispute the dismissals?
Some employees told the Financial Times, as relayed by CBS News and The Irish Times, that they had not realized simultaneous attendance was prohibited. One employee quoted by The Irish Times said promotional emails had encouraged staff to join as many sessions as their schedules allowed. That is an employee’s account, not an EY finding, and the reporting does not establish a formal appeal outcome or independently resolve the disagreement over what employees understood.
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The Irish Times reported that EY changed promotional communications after opening its investigation. A later email made the instruction explicit: “You should not take any other learning while completing this activity.” It also told participants to attend with integrity and be present for the content and class interactions.
Was this really a “corporate perk abuse” case?
That phrase was a headline frame connecting the EY story to contemporary reports that Meta dismissed some employees over meal-credit misuse. The conduct described in the two cases was different: the EY reports concerned overlapping professional-learning sessions, while the Meta comparison concerned meal credits. There is no basis in the reviewed reports for saying the EY employees misused food benefits.
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How does the 2024 case relate to other EY headlines?
The word “latest” in the original headline has aged. A separate story published in June 2026 concerned the termination of two EY employees after alleged access to Australian Prime Minister Anthony Albanese’s bank information while they worked at Commonwealth Bank. ABC News reported that one of the two terminated employees was charged; the allegations remained subject to legal process. That is a different incident from the 2024 US training case.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.What the case does—and does not—establish
The reported account is that EY investigated simultaneous attendance at learning sessions and said it dismissed employees for violations of its conduct and learning policies. Employees’ reported understanding of the instructions differed from EY’s stated conclusion. The underlying policy text and any formal appeal findings are not established in the reviewed reporting, so neither the exact policy interpretation nor the proportionality of the dismissals can be treated as independently settled.
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The Irish Times also noted a separate 2022 matter in which EY paid $100 million to the US Securities and Exchange Commission over staff sharing answers on professional tests and firm leaders withholding details from regulators. That payment was unrelated to the 2024 overlapping-session dismissals.
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