This tribunal found that the employer's delay in the notification of the dismissal meant that the claim was made in time.
This case is a classic example of constructive dismissal, and demonstrates the importance of following fair and thorough disciplinary and grievance processes.
This case is an example of the operation of an effective (albeit not flawless) stop and search procedure by an employer that suspects an employee of theft.
In this case, offensive comments discriminated against a gay pub employee.
In this case, a decision to terminate a private tenancy was the "last straw" in a constructive dismissal claim.
The Court of Appeal has held that the “range of reasonable responses” test is not appropriate for deciding whether or not there has been a repudiatory breach of contract in constructive dismissal cases and an employer cannot cure a repudiatory breach of contract before an employee decides to resign.
The secretary of the employer for some 15 years was subjected to an unprovoked and vicious assault by one of the employer's patrons. Following the employer's decision to re-admit the patron to its club, he resigned and claimed constructive dismissal.
In Da'Bell v NSPCC  IRLR 19 EAT, the EAT has confirmed the increase of the Vento bands for compensation for injury to feelings in discrimination cases in line with inflation.
A tribunal has found that an office equipment and electrical goods sales manager had been unfairly dismissed and awarded him around £23,000.
The Employment Appeal Tribunal has held that the monitoring of an employee who was disciplined for breaching his employer's procedures was a legitimate management instruction and not a disciplinary sanction.
HR and legal information and guidance relating to constructive dismissal.