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.
Resigning can feel like the only way out, but it closes off routes you might still have open. Here's what the law actually requires before you hand in your notice.
Being suspended from work is disorienting, especially if it came without warning. This guide explains what suspension actually means, your rights while it is in place, and the steps to take right now.
Employee-favourable
1995
Your employer owes you a duty of care that covers psychiatric injury from overwork. Once it knows you are at risk, it must act.
Employee-favourable
1997
Every employment contract contains an implied term that your employer will not act in ways designed to destroy the trust between you. They cannot opt out of it, and breaching it gives you legal remedies.
Employee-favourable
2002
If you were publicly humiliated, persistently undermined, or treated in a way that destroyed the working relationship, you may be entitled to resign and claim constructive dismissal. There is no minimum level of severity required.
Employee-favourable
2024
If you resigned because of how you were treated at work, you may have a claim for constructive dismissal. The law does not require a single dramatic act. A pattern of deliberate, unreasonable behaviour can be enough.
