Constructive Dismissal Illegal
If you’re experiencing intolerable working conditions and feel forced to quit your job, you may have a valid claim for constructive dismissal. However, it can be challenging to determine whether or not the employer’s conduct is illegal and if you’re able to prove your case. If you’re unsure how to proceed, an experienced Toronto employment lawyer can evaluate your situation and advise on the best course of action.
Typically, it must be demonstrated that the employer breached an express or implied term of the employment contract. In most cases, a fundamental breach will involve a change in terms and conditions that was made without reasonable justification or consent. These changes can include a significant alteration to responsibilities, job duties, or a move to another location that significantly impacts commute times and work-life balances.
Aside from direct breaches of employment contracts, indirect methods of destroying an employee’s career can also be grounds for a claim. This can include a hostile workplace environment that creates excessive stress or anxiety, or a supervisor that makes it difficult to get along with co-workers.
It’s essential for employees to communicate with their supervisors and the management team if they are suffering from intolerable working conditions. It’s also a good idea to document these problems, as this will help strengthen any potential claims for constructive dismissal.
While some employees decide to quit their jobs in the heat of the moment, it’s often better for them to remain at their job until they are able to find a new one that’s more suitable. In the meantime, they can work under protest to preserve their rights and claim for constructive dismissal.
Is Constructive Dismissal Illegal?
The length of time that elapses between the employer’s conduct and when an employee resigns will also play a role in determining whether or not they have a claim for constructive termination. Generally, the more time that passes, the more difficult it will be to make a strong case for constructive dismissal.
Whether or not an employee’s circumstances are sufficient to demonstrate constructive termination will be determined by a judge or tribunal, and this can vary from case to case. The courts will look at the circumstances of each situation and weigh them against legal precedents to make their decision.
The employment lawyers at Ball Professional Legal Corporation can provide guidance on workplace issues and ensure that your company is up to date with the latest in employment law standards and guidelines. We represent businesses and individuals in a wide range of employment and commercial litigation matters, including wrongful dismissal, human rights, labour and workers’ compensation, restraint of trade, fiduciary obligations and business torts. Contact us today to schedule a consultation with an employment lawyer. We can assist clients throughout the GTA and Ontario.
In conclusion, the resignation process in cases of constructive dismissal demands careful navigation of legal and professional considerations. By documenting grievances, attempting resolution, seeking legal advice, adhering to contractual obligations, and preserving evidence, employees can assert their rights and seek redress for unjust treatment in the workplace.