The qualifying period for unfair dismissal is reduced from two years to six months for dismissals on or after 1 January 2027. This applies equally to constructive unfair dismissals.
Updated to refer to Brooks v Leisure Employment Services Ltd, in which the EAT considered if engaging in a grievance procedure affirms the contract of employment.
Constructive dismissal claims are commonly misunderstood and misrepresented, as typified by the headlines attracted by two recent employment tribunal judgments. Stephen Simpson indulges in a little mythbusting.
We look at four recent employment cases brought over the mishandling of flexible working requests, including two where the tribunal found the employee had been constructively dismissed.
We look at three recent employment tribunal decisions where the unfair constructive dismissal claim was successful because of mistakes made by the employer that breached the employment contract expressly or impliedly.
We look at three recent employment tribunal decisions concerning dress and jewellery codes that led to successful employment tribunal claims for religious discrimination and unfair constructive dismissal.
We look at three employment tribunal cases in which employers were held to have discriminated against employees because their age was a factor in their dismissal.