Michael Lewin Solicitors are expert lawyers in Employment and Stress at Work Claims. We regularly act for clients who have claims for Constructive Dismissal. We specialise in acting for clients under No Win, No Fee Agreements.
We offer expert advice on all potential claims you may have against your employer, whether in the Employment Tribunal of the Civil Courts.
We will conduct an initial assessment of your claim for free and act for the vast majority of our clients under the terms of a no win, no fee agreement. Call us now on 0113 200 9787, email email@example.com or fill in the form and we’ll get back to you.
All our claims are settled on a no win no fee basis, so there’s absolutely no risk to you if you decide to use us as your solicitors.
Make A Constructive Dismissal Claim Today
- No Win, No Fee Available
- Dedicated and highly skilled Employment Law team
- All Personal claims undertaken
- Free initial assessment
- High success rate for clients
- National coverage
Constructive Dismissal Solicitors
A constructive dismissal claim can arise where there the employer commits a fundamental breach of the employment contract and, as a consequence of this breach, the employee terminates the contract by resigning from their employment.
There can be many reasons that a constructive dismissal comes about, with examples including:
- Sudden reduction in pay
- Wages not being paid at all
- A complete change in your role without prior consultation
- Failing to make reasonable adjustments for mental health needs or disabilities.
- Being forced to work in conditions that are in breach of Health and Safety laws.
- Stress at work
In order to make a claim, you must prove the following:
- That you were an employee of the company;
- That you were continuously employed for at least two years prior to the date the contract was terminated;
- That the employer acted in such a way that amounts to a fundamental (sometimes called ‘repudiatory’) breach of the employment contract;
- That you acted promptly in response to this breach by terminating the contract of employment.
Our Areas Of Expertise in Employment Law
What is the Claims Process for constructive dismissal?
To make a claim, you must have been employed continuously for a period of 2 years in order to put forward a claim. If you are under this timescale however, please do get in touch as you can make a claim for discrimination even if you have been employed for less than 2 years.
It is recommended by ACAS code of practice that employees should lodge a formal grievance against their employer before taking steps to resign. This is to give your employer a chance to resolve the matters at hand. If you do not lodge a formal grievance before resigning then any damages awarded to you at the employment tribunal can be reduced by up to 25%.
When you do resign, it is preferable to specify why and state that you are claiming for constructive dismissal.
There are very strict timescales for making a claim. Ordinarily, the time limit is three months, less one day, from the date of the termination of employment. It is, therefore, important that you seek legal advice as soon as possible so that your claim can be adequately prepared, and proceedings commenced, within the required time period.
Michael Lewin Solicitors are experts in compensation claims for constructive dismissal, and can advise you through the legal issues surrounding such claims. We have created a detailed legal guide to these claims at the bottom of this page.
Constructive dismissal claims are pursued in the Employment Tribunal rather than the Civil Courts. It is necessary to register your claim with ACAS under the Early Conciliation scheme prior to commencement of proceedings in the Employment Tribunal.
Michael Lewin Solicitors are experts in dealing with compensation claims in the Employment Tribunal. We usually offer a ‘No Win, No Fee Agreement’ (sometimes called a Damages-Based Agreement). Additionally, we are able to provide insurance to cover the cost of the Employment Tribunal fees.
Constructive Dismissal: The Law
Under s.95(1)(c) of the Employment Rights Act 1996, an employee is considered to have been dismissed by their employer if:
‘the employee terminates the contract under which he is employed (with or without notice) in circumstances in which he is entitled to terminate it without notice by reason of the employer’s conduct’.
This allows an employee to treat himself as dismissed if the employer has acted in such a manner that could be deemed to have ‘fundamentally’ breached the employment contract.
In order to pursue a constructive dismissal claim, you must have been employed for two continuous years.
In a claim for constructive dismissal, it is necessary for an employee to prove that the employer has acted in a manner which amounts to a ‘fundamental’ breach of contract.
Whether an employer’s conduct amounts to a fundamental breach will depend on the circumstances of each case. Examples of what can constitute a fundamental breach include:
- Bullying at work;
- Failure to pay wages (this could also give rise to an unlawful deduction of wages claim);
- An assault at work;
- Failure to investigate a grievance or complaint.
These are just examples of what could constitute a fundamental breach, and each case must be determined on its own merits. Trivial breaches of policies or procedures are unlikely to be sufficient to amount to a fundamental breach.
An Employee’s Response to a Fundamental Breach
In order to claim constructive dismissal, an employee must demonstrate that they considered the breach by their employer to be so serious, and so fundamental to the employment contract, that they could no longer continue in their employment.
It is necessary for an employee to respond to the breach with ‘immediate’ termination of the contract. If an employee delays in terminating their contract, then it is possible that an Employment Tribunal may consider that the employee has accepted the breach, and their claim could be unsuccessful.
Previous case law differs as to the length of the time that an employee should take to terminate the contract. As a starting point, termination should take place within seven days of the breach. Although, there are cases where employees have taken longer than this to terminate their employment, and these cases can be successful in exceptional circumstances.
Duty to Mitigate
As in all employment compensation claims, an employee must demonstrate that they have made a genuine attempt to mitigate their loss by seeking alternative employment after their previous employment was terminated.
During the course of Employment Tribunal proceedings, it will be necessary for the Claimant to produce evidence of any job applications that have been made, and evidence of any other attempts to mitigate their losses. It is, therefore, essential that records are kept of any attempts that are made to find new employment.
Constructive dismissal compensation claims must be registered with ACAS, for Early Conciliation, within three months (less one day) of the date of the termination of employment. If this deadline is not met, then the claim will likely be out of time.
As claims for constructive dismissal are time-sensitive, it is vital that you keep a record of key dates, and hold onto any paperwork you may have in relation to your employment and the claim.
Claim Constructive Dismissal Compensation
In a claim for unfair dismissal, your claim is likely to last for approximately 6 – 10 months. More complicated claims, such as discrimination, can last between 12 – 18 months.
In a claim for unfair dismissal, or where your employer refuses to pay your wages, the intention of the Employment Tribunal is to put you back into the position that you would have been in had you not been dismissed, or if you had been paid everything owed to you.
In a claim for discrimination, you can claim compensation for injury to feelings. Your level of compensation would depend on the serious nature of the discrimination that you have been subjected to, and the Employment Tribunal awards compensation based on a set of guidelines.
Simply complete the contact form and we’ll get in touch with you very soon to discuss your claim further.
Constructive Dismissal FAQ's
How Long Do I Have To Bring A Claim in Employment Tribunal?
“In the majority of cases, your claim must be issued within 3 months less one day from the incident resulting in a claim”
Will I Have To Attend Court?
Any claim against your employer would be brought in the Employment Tribunal, which is less formal than the Civil Courts.
The Employment Tribunal will provide a date when your final hearing will take place. However, most cases are able to be settled by negotiating throughout the claim.
When Will My Employer Know I've Made A Claim?
After your claim is issued to the Employment Tribunal, a copy will be sent to your employer within 7 days. They must then respond to the claim within 28 days.
Do I Need To Specify That I Am Claiming Constructive Dismissal When I Resign?
Yes, as it would look strange if you didn’t state clearly why you are resigning. It could also work against you in tribunal proceedings, or when trying to reach a settlement. It would be difficult to explain as to why you have a blank resignation letter.
We would say it’s better to state why you feel you’ve been unfairly treated and why you feel your employer has breached your contract. All the information needs to be expressed to get started with the claiming process.
Meet The Team
Latest Blog Posts From The Team
A landmark ruling for employment law has found that tribunal fees are unlawful. Read about the new ruling here and what it means for employment claimants.
In a world dominated by social media, it's important to be aware of what you post online as controversial social media posts can have legal implications.
The “gig economy” business model sees companies like Uber and Deliveroo claim their drivers do not work for them but are rather independent contractors running their own businesses.
News has recently surfaced that Rangers Football Club player Joey Barton has been signed off work by his doctor due to stress since Tuesday. It is important to mention that due to some previous controversial incidents involving Joey Barton, personal opinions on him have been negative. For this situation however, these opinions should be completely […]
The Labour party pledges a real Living Wage, but how will businesses afford it?