Conditions at work have gotten so bad you're thinking about resigning?
Let's talk before you make that decision. Resigning doesn't automatically end your options, but timing matters.
This is one of the hardest calls in employment law, deciding whether to walk away from a bad situation, and whether resigning protects or damages your position. This page helps you understand what "constructive dismissal" actually means, and what to document before you make a decision you can't take back.
Questions people ask about constructive dismissal
It's when your employer makes your working conditions so bad that you feel you have no real choice but to resign, and the law treats that resignation as if your employer actually dismissed you.
Potentially, yes, if your resignation was genuinely forced by your employer's conduct. But timing and evidence matter a great deal, which is why it's worth getting advice before you resign wherever possible.
Specific incidents with dates, any changes to your role or conditions, and anything you've raised with your employer about it. A clear record makes a real difference to how a constructive dismissal claim is assessed.
Yes. Redundancy is about your role genuinely disappearing. Constructive dismissal is about your employer making your conditions so difficult that resigning feels like the only option, even though your role still exists.
Talk it through before you resign
Tell us what's been happening. This is a genuine first step, not a sales pitch for anything else.
Tell us what happened
Takes about two minutes. No long intake form, the detail comes later, once a real adviser is involved.