If your employer makes substantial changes to your job role, such as a demotion, reduction in salary, or alteration of working hours without obtaining your consent, it could be considered constructive dismissal. Our Calgary employment lawyers can assess the impact of these changes and determine if they meet the legal threshold for a claim.

If you are experiencing a hostile work environment characterized by harassment, discrimination, bullying, or other forms of mistreatment that make it unbearable for you to continue working, it may qualify as constructive dismissal. We can help gather evidence of the hostile environment and guide you on how to proceed.

If you have attempted to address your concerns with your employer through internal channels, such as reporting to HR or escalating the issue, but have not received a satisfactory resolution, it may be time to consult our Calgary employment lawyers. They can review the steps you’ve taken, assess the viability of your claim, and explore legal options available to you.

A constructive dismissal lawyer specialises in employment law and can provide expert advice on your rights in a constructive dismissal scenario. They can help you understand the legal complexities involved, explain the relevant laws and regulations, and guide you through the process of filing a claim.

Evaluating the strength of your claim is crucial before proceeding with legal action. An experienced constructive dismissal lawyer can review the details of your case, examine the evidence, and determine if you have a solid claim. They can advise you on the potential outcomes and the likelihood of success.

If negotiations with your employer to resolve the constructive dismissal issue fail, a lawyer can represent you in legal proceedings. They will advocate for your rights, present your case before a court or tribunal, and seek fair compensation for the harm caused by constructive dismissal. Having a lawyer by your side protects your interests throughout the legal process.

Constructive dismissal often arises when an employer breaches the terms and conditions of the employment contract. This can occur through significant changes to job responsibilities, such as a demotion or a substantial alteration of your role that negatively impacts your position within the company. Salary reductions or changes to compensation without a valid contractual basis can also be grounds for constructive dismissal. Similarly, if an employer unilaterally changes working hours, location, or other essential terms of your employment agreement without your consent, it may constitute constructive dismissal.

Constructive dismissal claims may arise when the workplace becomes intolerable due to factors such as harassment, discrimination, bullying, or other forms of mistreatment. If you can demonstrate that the working environment has become hostile or abusive, and it becomes unbearable for you to continue working, it can support a claim of constructive dismissal. Examples of intolerable working conditions include pervasive harassment, discriminatory practices, a toxic work culture, or actions that undermine your professional standing or well-being.

Constructive dismissal can occur when an employer makes significant changes to the terms and conditions of your employment without obtaining your consent. Your agreement to these changes may be an essential element of a valid employment contract. If your employer unilaterally implements changes without proper consultation or agreement, such as changes in duties, reporting structure, location, or other key aspects of your employment, it may amount to constructive dismissal. This is different from wrongful dismissal, when a employer terminates you.

To succeed in a constructive dismissal claim, it is important to demonstrate that your decision to resign was a reasonable response to the employer’s actions or the intolerable working conditions created. This means showing that a reasonable person in a similar situation would also have felt compelled to resign under the circumstances. The reasonableness of your response is a crucial factor in determining the validity of your constructive dismissal claim.