{"id":91093,"date":"2023-01-23T18:20:13","date_gmt":"2023-01-23T16:20:13","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=91093"},"modified":"2026-03-31T10:55:02","modified_gmt":"2026-03-31T08:55:02","slug":"constructive-dismissal","status":"publish","type":"post","link":"https:\/\/factorialhr.co.uk\/blog\/constructive-dismissal\/","title":{"rendered":"Constructive Dismissal: Understanding Your Rights &#038; Remedies"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">The latest statistics from the Employment Tribunal have revealed that <strong>unfair dismissal claims, including those relating to constructive dismissal, have increased by a whopping 51%<\/strong> from the previous year. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Experts are putting much of this down to Covid-related delays and a peak in complaints rooted in the furlough scheme. However, some statisticians are blaming the <strong>cost-of-living crisis and nationwide employee unrest, <\/strong>and believe that these factors could lead to a further increase in claims this year.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">With constructive dismissal cases rising, it\u2019s even more important for employers to understand the grounds for this type of resignation and how best to avoid it.\u00a0\u00a0\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#what\">What is Constructive Dismissal?<\/a>\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"#cases\"><span style=\"font-weight: 400;\">Constructive Dismissal Cases\u00a0<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"#compensation\"><span style=\"font-weight: 400;\">Constructive Dismissal Compensation\u00a0<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"#prove\"><span style=\"font-weight: 400;\">How to Prove Constructive Dismissal<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"#criteria\"><span style=\"font-weight: 400;\">Criteria for Making a Constructive Dismissal<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"#avoid\"><span style=\"font-weight: 400;\">How to Avoid Constructive Dismissals<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u2705 <\/span><a href=\"https:\/\/factorialhr.co.uk\/get-started\"><span style=\"font-weight: 400;\">Try Factorial Free for 14 Days<\/span><\/a><\/li>\n<\/ul>\n<h2><b><a id=\"what\"><\/a>What is Constructive Dismissal?\u00a0<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">A \u2018constructive dismissal\u2019 is essentially a <strong>type of resignation rather than a dismissal.<\/strong> An employee can claim for this on the grounds that their employer has broken their employment contract in some way. For this reason, it\u2019s also known as a \u2018constructive unfair dismissal\u2019 in the legal world; the employee has been treated unfairly and feels that leaving is the only option.\u00a0<\/span><span style=\"font-weight: 400;\">But what constitutes constructive dismissal? <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Examples of constructive dismissal include:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Being <strong>underpaid continuously<\/strong> for a reason unrelated to the employees\u2019 actions.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Racism, sexism or other types of <strong>discrimination<\/strong>.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>Changing shift patterns<\/strong> in ways that aren\u2019t outlined in the contract.\u00a0\u00a0\u00a0\u00a0\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Being forced to work in an <strong>unsafe working environment.\u00a0<\/strong><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>Bullying<\/strong> or intimidating behaviour.\u00a0<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">There are of course many other incidents that could be considered grounds for constructive dismissal. Regardless of the context, the Employment Rights Act 1996 states that <strong>an employee must prove that a serious breach of contract has occurred and that this breach is connected to their resignation<\/strong>. The resignation must also be effective immediately as staying could be viewed as acceptance of the employer&#8217;s behaviour.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Bear in mind that the grounds for constructive dismissal are only valid if an employee has<strong> worked for the organisation for a minimum of 2 years.\u00a0<\/strong><\/span><\/p>\n<h2><b><a id=\"cases\"><\/a>Constructive Dismissal Cases<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Constructive dismissal cases are plentiful, yet <\/span><strong><i>successful<\/i><\/strong><span style=\"font-weight: 400;\"><strong> constructive dismissal claims are few and far between<\/strong>. It can be incredibly difficult to prove that the legal grounds have been met, which is why so few employees win their cases once they reach Employment Tribunal. According to <\/span><a href=\"https:\/\/www.monacosolicitors.co.uk\/constructive-dismissal\"><span style=\"font-weight: 400;\">Monaco Solicitors<\/span><\/a><span style=\"font-weight: 400;\">, approximately <strong>5% of claims successfully win<\/strong> <strong>&#8211; and earn compensation.\u00a0<\/strong><\/span><\/p>\n<p><span style=\"font-weight: 400;\">Reflecting on these <\/span><a href=\"https:\/\/croner.co.uk\/resources\/end-of-contract\/dismissal\/constructive-dismissal\/examples\/\"><span style=\"font-weight: 400;\">real constructive dismissal cases<\/span><\/a><span style=\"font-weight: 400;\"> from recent years is a useful way to understand what stands up at tribunals. However, they also highlight <strong>how difficult it can be to win<\/strong>, even when it seems that the employee holds all the cards.<\/span><\/p>\n<h3><b>Craig vs. Abellio\u00a0<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">An employee had been absent due to sickness but their sick pay was miscalculated due to mistakes made by the employer, who owed over \u00a36,000. The employer missed the deadline to pay causing the employee to resign immediately and cite constructive dismissal. The employment tribunal (ET) found the employer\u2019s mistake to be genuine, until the employment appeal tribunal (EAT) requested the case be reviewed again. The employee won the case on this appeal.\u00a0\u00a0<\/span><\/p>\n<h3><b>Mr Parbhjot Singh v Metroline West Limited<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Mr Singh, the employee, took sick leave just after being asked to attend a disciplinary meeting. The employer ordered an occupational health appointment to assess the validity of the illness claims. They didn\u2019t deduce that it was a lie but the employer wasn\u2019t convinced and chose to pay him statutory sick pay rather than contractual sick pay, leading Mr Singh to claim constructive dismissal. Initially, the breach of contract was not found to be enough for the claim to win, however the EAT rejected this and ruled that he hadn\u2019t received pay he was entitled to.\u00a0<\/span><\/p>\n<h3><b>Adams v Charles Zub Associates Ltd<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Adams, the employee, didn\u2019t receive his previous month\u2019s pay leading him to claim constructive dismissal. This seems like an open and shut case; an employee not getting paid surely equals payout, right? Nope. As the employer didn\u2019t intentionally withhold their salary and Adams knew about the company\u2019s financial circumstances beforehand, the case was dismissed.\u00a0<\/span><\/p>\n<p><img decoding=\"async\" class=\" wp-image-91122 aligncenter\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/01\/23180002\/pexels-cottonbro-studio-6814539_11zon.jpg\" alt=\"constructive-dismissal\" width=\"699\" height=\"466\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/01\/23180002\/pexels-cottonbro-studio-6814539_11zon.jpg 1920w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/01\/23180002\/pexels-cottonbro-studio-6814539_11zon-300x200.jpg 300w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/01\/23180002\/pexels-cottonbro-studio-6814539_11zon-1024x683.jpg 1024w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/01\/23180002\/pexels-cottonbro-studio-6814539_11zon-768x512.jpg 768w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/01\/23180002\/pexels-cottonbro-studio-6814539_11zon-1536x1024.jpg 1536w\" sizes=\"(max-width: 699px) 100vw, 699px\" \/><\/p>\n<h2><b><br \/>\n<a id=\"compensation\"><\/a>Constructive Dismissal Compensation\u00a0<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Due to the low success rate of cases, many will opt to avoid an employment tribunal altogether and will instead opt for an <strong>out-of-court settlement and a constructive dismissal payout.\u00a0<\/strong><\/span><\/p>\n<p><span style=\"font-weight: 400;\">For those that <\/span><i><span style=\"font-weight: 400;\">do <\/span><\/i><span style=\"font-weight: 400;\">succeed at an employment tribunal, they will likely be <strong>offered more generous constructive dismissal compensation.<\/strong> This sum is made up of two parts:\u00a0<\/span><b><\/b><\/p>\n<ul>\n<li aria-level=\"1\"><b>Basic Award\u00a0<\/b><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">The max amount that can be granted as a Basic Award is \u00a317,130. To get to this number, the court will multiply: (claimant\u2019s length of continuous service up to 20yrs) x (one week\/one and half weeks\/half a week\u2019s pay, depending on age and up to the maximum of \u00a3571). This logic may differ if you were found to have <a href=\"https:\/\/factorialhr.co.uk\/blog\/insubordination-disciplinary-procedure\/\">conducted yourself poorly<\/a> or were <a href=\"https:\/\/factorialhr.co.uk\/blog\/handling-redundancies-best-practices-for-hr\/\" target=\"_blank\" rel=\"noopener\">made redundant<\/a>.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Use the <\/span><a href=\"https:\/\/landaulaw.co.uk\/basic-award-calculator-unfair-dismissal\/\"><span style=\"font-weight: 400;\">Landau Law calculator<\/span><\/a><span style=\"font-weight: 400;\"> to find a more accurate estimate.\u00a0\u00a0<\/span><b><\/b><\/p>\n<ul>\n<li aria-level=\"1\"><b>Compensatory Award\u00a0<\/b><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Generally, this makes up the larger proportion of the total constructive dismissal payout and is harder to estimate or calculate. According to the Employment Rights Act, this is \u201csuch amount as the Tribunal considers just and equitable in all the circumstances having regard to the loss sustained by the complainant in consequence of the dismissal insofar as that loss is attributable to action taken by the employer.\u201d\u00a0<\/span><\/p>\n<h2><b><a id=\"prove\"><\/a>How to Prove Constructive Dismissal<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Constructive dismissal claims are made up of two parts. A claimant must prove both of these are true in order to prove constructive dismissal was valid.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">1.\u00a0 <strong>Serious breach of employment contract has occurred\u00a0<\/strong><\/span><\/p>\n<p><span style=\"font-weight: 400;\">This applies if the employer has <strong>broken either a written, literal term within the contract <\/strong><\/span><strong><i>or <\/i><\/strong><span style=\"font-weight: 400;\"><strong>an implicit term relating to mutual trust.<\/strong> The latter is much rarer but can happen as was seen in the case of <\/span><a href=\"https:\/\/publications.parliament.uk\/pa\/ld199798\/ldjudgmt\/jd970612\/malik01.htm\"><span style=\"font-weight: 400;\">Malik v. Bank of Credit and Mahmud v. Bank of Credit.<\/span><\/a><span style=\"font-weight: 400;\"> It can be either one occasion or a build-up of multiple incidents, as long as the matter is severe. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">2.<strong>\u00a0 Resignation was triggered by this breach<\/strong><\/span><\/p>\n<p><span style=\"font-weight: 400;\">The key to this is <strong>resigning immediately after the incident takes place.<\/strong> Any delay could be perceived as acceptance of that behaviour, making the causal effect more difficult to prove! The more time that passes, the higher the likelihood that the reason for resignation was unrelated.\u00a0<\/span><\/p>\n<h2><b><a id=\"criteria\"><\/a>Criteria for Making a Constructive Dismissal<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Not everyone is legally entitled to claim constructive dismissal. There are certain criteria an individual must meet before filing, such as:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Holding the <strong>employment status \u2018employee\u2019<\/strong> (which may exclude agency workers).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Having worked for the employer in question for <strong>at least 2 years<\/strong> (including statutory notice period).\u00a0<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">You can make a claim if you\u2019ve met both of these points, but it must be <strong>within 3 months minus a day from either the final day of your notice period <\/strong><\/span><strong><i>or <\/i>the day you resigned <\/strong>if you didn\u2019t work a notice period.<\/p>\n<p><span style=\"font-weight: 400;\">Sometimes, an incident can occur <strong>within the first two years of working for an organisation.<\/strong> It\u2019s unlikely you\u2019ll be able to make a constructive dismissal claim in these instances, but you might be able to if your reasoning is rooted in:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>Discrimination<\/strong> (e.g. pregnancy, race, ethnicity, gender, disabilities, sexuality, age).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Something that is \u2018<strong>automatically unfair\u2019<\/strong>, e.g. the trigger was unfair treatment rooted in you:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Being pregnant or on maternity leave.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Making a request for minimum wage pay or another legal employment right.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Acting in the interests of employee health and safety.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Whistleblowing.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Refusing Sunday work (in a shop).\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Carrying out trade union activities.\u00a0\u00a0<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<h2><b><a href=\"https:\/\/factorialhr.co.uk\/templates\/employee-satisfaction-survey\"><img decoding=\"async\" class=\" wp-image-91106 aligncenter\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/01\/23172939\/Employee_Satisfaction_free-download-1.png\" alt=\"Employee_Satisfaction_free-download\" width=\"667\" height=\"229\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/01\/23172939\/Employee_Satisfaction_free-download-1.png 600w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/01\/23172939\/Employee_Satisfaction_free-download-1-300x103.png 300w\" sizes=\"(max-width: 667px) 100vw, 667px\" \/><\/a><\/b><\/h2>\n<h2><b><a id=\"avoid\"><\/a>How to Avoid Constructive Dismissal\u00a0<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">When it comes to constructive dismissals, prevention is the best cure. It\u2019s cheaper and more effective to learn how to avoid them rather than how to deal with them. Not only is this better for employee morale, it\u2019s better for the reputation of your employer brand and the long-term success of your business.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To avoid these altogether, you should aim to:\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\"><strong>1.\u00a0<\/strong> <strong>Construct an honest and open company culture\u00a0<\/strong><\/span><\/p>\n<p><span style=\"font-weight: 400;\">We\u2019ve put this top of the list because it\u2019s inarguably the most important. Although <a href=\"https:\/\/factorialhr.co.uk\/blog\/company-culture-attract-retain-talent\/\" target=\"_blank\" rel=\"noopener\">company culture<\/a> might feel intangible at times, it is what the foundations for all of the other steps. Think of it as the <strong>invisible architecture<\/strong> of your organisation.\u00a0 If employees feel that <strong>transparency and honesty are highly valued, they will be more trusting of their employer and will feel more comfortable reporting any injustices<\/strong> before they reach the extreme stage of resignation.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\"><strong>2.\u00a0 Create clear channels for employees to voice concerns<\/strong><\/span><\/p>\n<p><span style=\"font-weight: 400;\">Having a culture of honesty can get you so far. Logistically, you also need <strong>easy and accessible pathways for employees to report their worries.<\/strong> It\u2019s all good and well telling them to feel comfortable expressing concerns, but if there\u2019s no way to do this then they\u2019ll feel there\u2019s no choice but to leave and report their problems elsewhere. <strong>Ensure employees know who to contact and how to do it<\/strong>.\u00a0 Consider sharing a report form template that they can fill in so that you collate all of the necessary details to deal with the root issue.\u00a0<\/span><\/p>\n<p><strong>3.\u00a0 Train managers to deal with these reports\u00a0<\/strong><\/p>\n<p><span style=\"font-weight: 400;\">So, now you\u2019ve encouraged your employees to voice their concerns to a certain individual through an established channel. What then? Your managers need to be<strong><a href=\"https:\/\/factorialhr.co.uk\/blog\/on-the-job-training\/\"> trained<\/a> in responding to these incidents in a way that will neutralise tension rather than inflame it<\/strong>.\u00a0 If you don\u2019t have the resources to train managers internally on dealing with conflict, take a look on websites like SkillSoft that offer courses in <\/span><a href=\"https:\/\/www.skillsoft.com\/subject\/management-essentials-3dfe6830-dd1a-11e6-a0cd-57e8530c1ff3\"><span style=\"font-weight: 400;\">soft skills for managers<\/span><\/a><i><span style=\"font-weight: 400;\">.\u00a0<\/span><\/i><\/p>\n<p><strong>4.\u00a0 Publish policies on unfair treatment of workers\u00a0\u00a0<\/strong><\/p>\n<p><span style=\"font-weight: 400;\">An incident report should put actions into motion. To ensure fairness across the board, these <strong>actions and processes should be outlined within your company policy.<\/strong> What are the next steps? How will the report be validated? What is the consequence for the person a report is being made against? How will reports be escalated and who to? What is the timeframe? These are all questions that your policy should answer.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Create policies and share them with your workforce using <strong>Factorials <\/strong><\/span><strong><a href=\"https:\/\/factorialhr.co.uk\/hr-software\">all-in-one HR software<\/a><\/strong><span style=\"font-weight: 400;\"><strong>.<\/strong> Our <\/span><strong><a href=\"https:\/\/factorialhr.com\/blog\/internal-communications\/\" target=\"_blank\" rel=\"noopener\">internal communications<\/a> and events<\/strong><span style=\"font-weight: 400;\"><strong> tool allows you to write announcements and share them with your employees<\/strong> with just a few clicks. These memos can be company-wide or targeted at specific groups, so you can notify different employees and teams about company policies most relevant to them!\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">From the same place, you can <strong>use<\/strong> <strong>our Employee Net Promoter Score (eNPS) tool to measure the satisfaction of your staff using surveys<\/strong>. Respondents are categorised into detractors, passives and promoters, giving you insight into how your employees are feeling about the company and their management. Having visibility over general sentiment will help to <strong>pinpoint any problem areas and nip them in the bud before they reach constructive dismissal territory.\u00a0<\/strong><\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2705 <\/span><strong><a href=\"https:\/\/factorialhr.co.uk\/get-started\">Give it a try for free for 14 days <\/a><\/strong>and see how Factorial can help you improve your company culture and the <a href=\"https:\/\/factorialhr.co.uk\/blog\/promote-employee-wellbeing-in-the-workplace\/\">employee wellbeing.\u00a0<\/a><\/p>\n<p><a href=\"https:\/\/factorialhr.co.uk\/get-started\"><img decoding=\"async\" class=\"aligncenter wp-image-88948\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2022\/12\/21135936\/start-free-trial.jpg\" alt=\"start-free-trial\" width=\"760\" height=\"260\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2022\/12\/21135936\/start-free-trial.jpg 900w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2022\/12\/21135936\/start-free-trial-300x103.jpg 300w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2022\/12\/21135936\/start-free-trial-768x263.jpg 768w\" sizes=\"(max-width: 760px) 100vw, 760px\" \/><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>The latest statistics from the Employment Tribunal have revealed that unfair dismissal claims, including those relating to constructive dismissal, have increased by a whopping 51% from the previous year. Experts are putting much of this down to Covid-related delays and a peak in complaints rooted in the furlough scheme. However, some statisticians are blaming the<a href=\"https:\/\/factorialhr.co.uk\/blog\/constructive-dismissal\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":151,"featured_media":91098,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[108,338],"tags":[],"class_list":["post-91093","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-tips-en-gb","category-legal-finance"],"acf":{"topics":"talent"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Constructive Dismissal: Understanding Your Rights &amp; Remedies | Factorial<\/title>\n<meta name=\"description\" content=\"Learn the meaning of &#039;constructive dismissal&#039; and the grounds for claiming it. Read examples of unfair dismissal in the UK and how to avoid it as an employer.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/factorialhr.co.uk\/blog\/constructive-dismissal\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Constructive Dismissal: Understanding Your Rights &amp; Remedies\" \/>\n<meta property=\"og:description\" content=\"Learn the meaning of &#039;constructive dismissal&#039; and the grounds for claiming it. 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