Constructive Dismissal
Navigating the labyrinth of labor laws can be challenging. While most people understand the difference between legal termination and wrongful firing, there is another term that can sneakily take your job without you even realizing it: constructive dismissal. Constructive dismissal occurs when your employer creates intolerable working conditions, forcing you to resign. Knowing what to watch out for and how to respond to it is crucial to protecting your employment rights.
While most people assume that it’s up to them to create a happy work environment, this is not necessarily true. If you have concerns that negatively impact your work performance, you should raise these with your supervisor or HR representative in a timely manner. It is also important to keep a detailed record of all incidents, including dates, times and the names of witnesses or individuals involved. This documentation may be useful if you choose to pursue legal action or file a complaint with an external agency.
When you claim constructive dismissal, you must demonstrate that your working conditions were intolerable. Specifically, you must prove that you resigned as a result of the conditions that were so intolerable that they constituted a repudiation of a major term in your contract and left you no choice but to leave. Examples of such working conditions include a change in work schedule outside your contract note that requires night shifts, pay cuts, demoting you to a position with fewer duties, hard or dangerous workplaces, or a failure by management to address issues that you raised regarding harassment, discrimination or safety.
What is Constructive Dismissal?
You must also show that you did everything possible to resolve the issue internally before resigning. Ideally, you should attempt to discuss the situation with your supervisor or HR representative before resigning in order to avoid a negative mark on your resume. You should also document all attempts to resolve the situation, including any meetings or conversations you had with your employer, in case you need to provide them as evidence of your claims.
The most common cases of constructive dismissal involve a change in power or duties. For instance, if an employer demotes you from being a plant superintendent to a yard foreman, it can constitute a significant loss of prestige and status. Other forms of constructive dismissal include a reorganization or corporate restructure that dramatically decreases your authority and responsibilities.
You must be aware of the legal protections provided by your employment contracts, and it is advisable to consult with an attorney in this instance to ensure that you have all the necessary documentation to support your claim. David Garcia is co-founder and CEO of Scout Logic, an industry leader in bulk background checks and employment screening.
He has extensive experience in the HR field, with a focus on hiring, legal compliance and background checks. He is a thought leader and frequent speaker on topics related to human resources, business, technology and the law. He has a deep understanding of the challenges faced by employers and employees alike in this fast-paced world.
