There are some basic steps that you must follow when making a claim for constructive dismissal. The first step is to collect evidence to support your case. You must produce documentation that documents the time frame in which the breaches took place, the reasons behind the breach, and the reason for the resignation. Evidence is important in many cases, but it is not always easy to obtain. Fortunately, there are ways to secure documents, such as subject access requests, under the Data Protection Act 2018.
The next step is to make sure that the conditions that led to the employee’s resignation were so unreasonable that they were unreasonable for their position. The employer must be aware of the intolerable conditions and the reason that the employee resigned. Otherwise, the court will dismiss the claim. However, if the conditions were severe enough, then the employer must have been aware of the employee’s dissatisfaction and failed to take steps to remedy the situation. For advice on making a Constructive Dismissal Claim, contact https://www.employmentlawfriend.co.uk/constructive-dismissal
Another step is to establish how long the employee remained in the position before being constructively dismissed. It is important to seek advice from Citizens Advice or an employment lawyer as soon as you think you may have a claim for constructive dismissal. The time frame is limited and, without professional help, your chances of winning a claim are low so having the best advice and gathering as much evidence as possible is essential.