Is this unfair?

invuk

Being asked to do more difficult work than your colleagues?

oh_really

He said/ she said is unlikely to yield fruit in terms of a constructive dismissal claim, your going to need something more concrete.
Have you prosecuted a grievance in any of your bullying allegations yet?

jonnygee2

Your boss told you to do something in a more difficult way, you pointed it out, they admitted its a mistake. That just sounds like an everyday occurrence, not 'bullying'.

Phoning your boss's boss to report that behaviour to them seems like quite a manipulative move, after they have admitted it was a mistake? It sounds like you could be digging yourself a bit of a hole, maybe you should step back and think about your own behaviour a bit, before you do some irreparable damage to your working relationships.

Don't rely on some sort of constructive dismissal case, it sounds unlikely to succeed. Concentrate on trying to keep your job, or moving companies!

jonnygee2

My point is was it a mistake or was it a form of bullying?

My point is that whilst that ambiguity exists you really have nothing to bring any sort of claim about. 

jonnygee2

Okay. Well I think we've established the one incidence you have very vaguely described isn't really any sort of evidence for anything, and you aren't willing to share anything else, so I guess there's nothing more anyone can do to help you here.

oh_really

This is not constructive dismissal by any stretch of the definition.

I'll ask again, did you prosecute a grievance over any of the bullying allegations?

LilElvis

invuk said:

Another example is being asked to complete more work now than I would have had before covid-19. How can this be achieved when I have to clean work surfaces down many times over the course of a day? I did manage to get my workload reduced by asking but this is all adding to my stress. This I can prove.

They've already reduced your workload - what else do you want them to do?

Masomnia

Not being given PPE is more serious I think.

I think you need to start keeping records of things that happen; dates, what exactly was said or done, if there were any witnesses, what you did etc. If you did want to bring a claim you'd need specific allegations, and tribunals or grievance investigators will take you more seriously if you can be really specific about what you're complaining about. 

AW618

invuk said:

Thanks for the advice guys. I guess I need to communicate more as in the past I would have just got on with it and be stressed out about the whole situation. I could go on like for example not being issued anywhere near enough PPE to work safely but again I don't want to be seen as a trouble maker as everyone else has been issued the same and said nothing.

It's not really evidence of bullying if they have given you the same as everybody else.

AW618

No, it's not,  but I am sure that they would say they have issued enough.  Where are you getting your definition of enough?

Brynsam

You sound as if you're looking for a way to join the compensation culture. Be aware that constructive dismissal is extremely to prove, so don't rely on that as your escape route.