Since the conduct was not malicious no punitive damages were awarded, but McFarlane was awarded $40,000 in moral damages, ...

Two recent constructive dismissal tribunal cases illustrate the need for employers to be highly vigilant around workplace behaviour and to address grievances promptly. Nick Hurley and Erin Hughes at ...

The employer defended against the claim, arguing that the worker had voluntarily resigned and was not dismissed. The company ...

“The reason it's not allowed for — unless it's in the contract — is because if you change a substantial term of someone's ...

"Employers cannot impose temporary layoffs unless the employee has explicitly agreed to that possibility in the employment contract - just simply notifying an employee that they are laid off, even ...

The combination of substantial changes and “essential terms” is why almost all constructive dismissal cases deal with fundamental terms such as the position itself or the remuneration, ... He ...

The court’s recognition of the concept of constructive illegal dismissal sends a strong message to employers who may be inclined to do something similar to what the employer in this case did.