The High Court held that the presence of commercial exit discussions between a football club and an assistant manager during which he stated that he was prepared to leave did not prevent the club from committing breach of contract. Gurpreet Duhra and Germaine Cowen-Machin explain this employment case, in which the High Court made an award of more than £330,000.
Updated to include information on Private Medicine Intermediaries Ltd v Hodkinson and others, in which the EAT upheld the finding of constructive dismissal in circumstances where the employer had raised performance concerns with an employee on sick leave.
Former Chelsea FC team doctor Eva Carneiro has settled her employment tribunal claim against the club and José Mourinho for an undisclosed sum.
Beth Staniland is a trainee solicitor, and Emma Cousins, Ciara Jenkins, Iain Naylor and Lucy Sorell are associates at Addleshaw Goddard LLP. They round up the latest rulings.
Updated to include information on Novakovic v Tesco Stores Ltd, in which the EAT considered if written acceptance of new terms affirmed the contract.
In Pujante Rivera v Gestora Clubs Dir, SL and another  IRLR 51 ECJ, the ECJ held that, where an employee resigns in response to the employer making unilateral changes to essential terms in the employment contract for reasons not related to the employee concerned, this will amount to a "redundancy" within the meaning of art.1(1)(a)(i) of the Collective Redundancies Directive (98/59/EC).
The Employment Appeal Tribunal (EAT) has held that an employee's written acceptance of new terms of employment for a demoted role did not affirm the contract of employment. The employee had worked in the demoted position under protest.
An employment tribunal has held that an HR director in the NHS was constructively dismissed and discriminated against after she rejected the sexual advances of the trust's chairman. She was awarded £832,711.
The European Court of Justice (ECJ) has directed that a constructive dismissal resulting from the employer unilaterally reducing the employee's pay must be treated as a redundancy for the purposes of calculating when an employer's information and consultation obligations apply under the Collective Redundancies Directive.
In Mari v Reuters Ltd EAT/0539/13, the EAT upheld an employment tribunal decision that an employee on sick leave who accepted contractual sick pay for 39 weeks, and who called on her employer to perform other aspects of the contract, had affirmed the contract and had therefore lost the right to claim constructive dismissal.
HR and legal information and guidance relating to constructive dismissal.