In Marshall Specialist Vehicles Ltd v Osborne  IRLR 672 EAT, the Employment Appeal Tribunal held that for the purposes of claiming constructive dismissal for stress the employee has to show that the risk of injury was foreseeable, that the employer was in breach of its duty of care and that the breach was a fundamental breach of the employment contract.
This week's case round-up from Eversheds, covering: stress and constructive dismissal and transfer of temps.
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