ET Settlement Advice

BorisThomson

TogeatherStronger83 wrote: »

No I didn't as I couldn't face returning and how I would have been treated by both HR and senior managment (having been there at a Jnr management level for several years) I know it wouldn't have been good and lost all trust in the company that I would be treated fairly as my line managers direct boss was the Senior Operations Director of the company.

What evidence do you have that you wouldn't be treated fairly?

I'm hoping there is more to this because, on the information given, your case is very weak.

sangie595

Lioness_Twinkletoes wrote: »

You're going to lose.

So very true.

steampowered

If you have fully described your case, my honest advice - with the greatest level of sympathy and understanding - is that you are very unlikely to win.

In order to win a constructive dismissal claim you need to prove that the employer fundamentally breached your employment contract.

Based on your post, I can only identify 3 things that the employer may have done wrong. These are (1) failing to reduce your workload, (2) being told that the company was intending to restructure, and (3) failing to contact you while you were off-sick.

I'm afraid that none of these come anywhere near the standard required for constructive dismissal. You are going to need to find a much better reason for claiming constructive dismissal or your case is sounding unwinnable.

There is a good chance that the employer may make a further settlement offer, but I would be prepared to accept something much lower than you might have hoped for. If the facts are as you have described you will be lucky to get enough to cover your notice period.