Every employee in Liverpool should enjoy a work environment conducive to productivity and efficiency. No employee should be forced to resign because they're continually subjected to abusive treatment and unpleasant, oppressive work conditions. A person becomes a potential claimant of compensation for constructive dismissal if they resign because of unbearable stress due to offensive working conditions or unfair treatment by their boss or a colleague which is a breach of tier contract of employment. In these instances, the employee is not considered to have resigned of their own free will. Should negotiations for a settlement by a constructive dismissal solicitor fail, victims of constructive dismissal have the right to apply to the Liverpool Employment Tribune and seek financial compensation for their losses.


The following scenarios represent instances when an employee's resignation may qualify as constructive dismissal, making them eligible for financial compensation in the Liverpool Employment Tribunal. Note that the following list is provided by way of example and is not inclusive of every situation that may constitute a solicitors claim for constructive dismissal.

  • Abusive treatment by boss or colleagues.
  • Workplace bullying.
  • Criminal or otherwise dishonest work practices.
  • Unendurable working conditions.
  • General unfair treatment.
  • Sexual harassment, prejudice or discrimination.
  • Racial harassment, prejudice or discrimination.
  • Any prejudicial treatment related to factors such as sexual preference, age, religion or pregnancy.


A common claim instituted by a constructive dismissal solicitor arises when an employee's job description is significantly changed. Suddenly the employee is forced to perform tasks that were not part of the agreement when they started the job. Sometimes these changes are such that the employee is no longer able to carry out their work. If you find yourself in this situation, you'll have a more effective claim for constructive dismissal if you resign immediately after the changes are made. The longer you stay on the job after the changes to your job description, the weaker the claim becomes. Before bringing a claim for constructive dismissal, the offended employee should file an official grievance with their employer, giving the employer an opportunity to correct the problem. Anyone considering resigning from their job because of intolerable working conditions should first seek advice from a legal professional. Taking the proper course of action is critical for bringing a successful claim.


The outcome of any legal case depends largely on the quality of the available evidence presented to the Liverpool Employment Tribunal by your constructive dismissal solicitor. Extensive, concrete evidence of the events and conditions that caused the employee to resign must be brought forth in order to obtain a favourable judgment. We highly recommend that potential claimants make careful notes and keep a running log of each incident as it occurs. Any physical evidence, such as meeting minutes, memos, email or written alterations to employment contracts should also be kept. It is important to make a note of anyone who was present when the relevant incidents occurred and could potentially serve as a witness.


Our solicitors specialise in employment law cases using the risk-free no win no fee scheme which means that you do not pay any legal fees if your constructive dismissal solicitor is not successful in obtaining financial compensation. Our solicitors provide confidential advice at no cost and with no further obligation. For advice on unfair dismissal compensation claims in the Liverpool Employment Tribunal just call the helpline or use the contact form or email our offices.


HELPLINE 0345 515 0362