Employee-favourable
2026
Suspension isn't a neutral, automatic step. Your employer needs a genuine and proportionate reason for it, and getting that wrong can itself amount to a breach of your contract.
Employee-favourable
2025
If your employer ignores a genuine whistleblowing concern and freezes you out afterwards, that pattern can be enough to justify resigning and claiming constructive dismissal, and your employer's failure to follow its own whistleblowing policy can increase your compensation.
Employee-favourable
2026
Going unpaid for a sustained period can be a fundamental breach of your contract, entitling you to resign and claim constructive dismissal, and you can still recover the wages you were owed on top of that.
Employee-favourable
1978
Abusive language from your employer can be a fundamental breach of your contract.
Employee-favourable
1990
Your employer is responsible for how your manager treats you, not just for decisions made at head office.
Employee-favourable
2004
Threatening dismissal outside a fair process can itself breach your contract.
Employee-favourable
2026
If your employer presents a change to your role as open for discussion but the decision was already made beforehand, that is not real consultation. Tribunals look at what actually happened, not what the meeting was called.
Employee-favourable
2026
If someone of a different sex is given a promotion or expanded role you were never told about or allowed to apply for, that can be unlawful sex discrimination, regardless of what your employer calls the change internally.
Employee-favourable
1994
You are entitled to the reasonable support your job needs to be done. Strip that away and then hold you responsible for the results, and your employer may be in breach of your contract.
Employee-favourable
2004
A failure to make reasonable adjustments for a disability can breach both the Equality Act and your employment contract, giving you a potential discrimination claim and a constructive dismissal claim at the same time.
Employee-favourable
1999
If your employer fails to resolve a problem you have raised, and that failure continues, each day of inaction can add to the cumulative picture you rely on when you eventually resign.
Employee-favourable
2024
An employer cannot strip your rights by calling a meeting informal. You are entitled to know what a meeting is about before you attend it.
