Do you HAVE to accept a warning?

KME91

andygb wrote: »

Wrong, very wrong!
I suggest that the OP decides to get legal advice from a qualified employment solicitor, rather than listen to the ramblings of some people on this forum, who obviously have no idea of what they are talking about.
I would not have suggested this if I had not had direct experience of it a few years ago. The case in question involved a member of staff being bullied by the management, then being given a warning. The member of staff had logged the times and dates of incidents and meetings, and was signed off work by his GP suffering from extreme depression. He then presented the facts to an employment solicitor (he had not resigned at that time) and the solicitor then became the only person contacting the firm.
Yes, the employee left the company (would you really want to work for a company if they were trying to force you to leave?), after it was decided that a "Compromise agreement" could be reached and an out of court settlement agreed upon (£15K and legal costs paid by the firm). This gave the employee time to sort out his life, get better, and find another job.

Not wrong, as many other people have said, to take a case of constructive dismissal, first you have to resign. Nothing you have written above has anything to do with constructive dismissal, the threat and subsequent avoidance of it, maybe, but not an actual constructive dismissal claim. And for the record I have a number of qualifications in employment law and have worked in the field for several years.