Proving Constructive Dismissal Steps

Hi ****! To prove constructive dismissal in England, you need to demonstrate:
- Significant breach of contract by your employer.
- The breach forced you to resign.
- You did not delay too long in resigning after the breach.
Can you describe the specific actions by your employer that led you to consider resigning?

****, to prove constructive dismissal due to reduced workload, you can:
- Gather evidence: Emails, workload logs, or any communication indicating reduced tasks.
- Document everything: Dates, specifics of reduced workload, and how it affects your role.
- Raise a grievance: Formally complain to your employer about the situation.
Have you already raised a grievance with your employer?

Hi ****! Here are the steps involved in a grievance procedure in England:
- Informal Discussion: Try resolving the issue informally with your employer first.
- Write a Formal Grievance Letter: Outline your concerns clearly and provide evidence.
- Grievance Meeting: Attend a meeting with your employer to discuss your grievance.
- Investigation: The employer investigates your claims.
- Outcome: The employer provides a written response with their decision.
- Appeal: If unsatisfied, you can appeal the decision.
Have you started any of these steps yet?

Hi ****! It’s good that you’re thinking about your options. Here are the first steps you should take:
*. Informal Discussion: Try to discuss your concerns with your employer informally.
*. Formal Grievance Letter: If the informal discussion doesn’t help, write a formal grievance letter outlining your concerns with evidence.
Have you tried talking to your employer informally about this?

Hi ****! Yes, a grievance can be against both a company and an individual. It depends on who is responsible for the actions leading to your grievance. Have you identified whether your issue is with the company’s policies or actions of a specific person?

Hi ****! Redundancy payment in England is calculated based on:
- Age:
- Half a week’s pay for each full year you were under *.
- One week’s pay for each full year you were * or older but under *.
- One and a half week’s pay for each full year you were * or older.
- Length of Service: Up to a maximum of 20 years.
- Weekly Pay: This is capped at £* (as of April *).
Would you like more details on any specific part of this calculation?