Editor's message: Under unfair dismissal laws, an employee is entitled to resign in response to a fundamental breach of the contract of employment by their employer. This means that, although the employer has not dismissed the employee, the termination of the employment contract is treated as a dismissal.
You should be alert to the common breaches of contractual terms, both express and implied, that can lead employees to resign and argue that you have constructively dismissed them. A common example of a fundamental breach of an express term is unilaterally cutting an employee's pay or hours without the contractual power to do so. A breach of the implied term of trust and confidence could occur if you fail to investigate a grievance properly or turn a blind eye to allegations of bullying and harassment.
The best way to minimise the risk of constructive dismissal claims against your organisation is to have procedures that prevent fundamental breaches from occurring in the first place. These include a process for varying employees' terms and conditions; a grievance procedure; and a dignity at work policy. Under these procedures, you should consult properly with employees on significant variations to their terms and conditions; follow a fair and timely procedure when an employee raises a grievance; and fully investigate allegations of bullying and harassment.
Stephen Simpson, principal employment law editor
HR and legal information and guidance relating to constructive dismissal.