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Constructive dismissal notice period?

Constructive dismissal notice

If your employer changes your job in a way that fundamentally alters the work you do, or is a breach of a basic employment term such as the implied contract of trust and confidence, then you may have grounds for a constructive dismissal claim. However, the law is complicated and a claim is best handled with the assistance of a Toronto constructive dismissal lawyer who can provide you with a clear understanding of the law and help you navigate your options.

It is crucial to keep in mind that the employer’s actions must be objectively unreasonable. For example, a change in working conditions or a change to your employment terms that is not objectively unreasonable does not constitute constructive dismissal. For this reason, an employee must first attempt to resolve the situation with their employer by communicating their concerns or requesting changes in writing. Documentation of this communication can be a powerful piece of evidence in a constructive dismissal case, and will demonstrate your efforts to resolve the situation.

In addition, the changes or incidents that led to your resignation must be substantial. A plethora of minor workplace issues can be difficult to deal with and may impact an employee’s quality of life, such as a long commute or a poor work-life balance. Unless the employer had knowledge of these intolerable working conditions, it is unlikely that you will be successful in proving a constructive dismissal claim. Therefore, it is essential to inform management or someone in a position of authority of the intolerable conditions as soon as they arise.

Constructive dismissal notice period?

Changes that may not be considered a breach of the contract of trust and confidence include rearranging an office, implementing new policies or procedures, or upgrading to a different computer system. These are not likely to have a significant impact on an employee’s ability to do their job, and thus will not be deemed a constructive dismissal lawyer. In contrast, a change that requires an employee to move offices or relocate their home based work would be considered a significant change.

Another key factor to consider is how long you stayed with the company after the substantial change took place. If you quit and immediately file a claim for constructive dismissal, it is likely that your case will be successful. If you continue to work after the significant change, you may be found to have condoned or acquiesced to the changes, which will make it much more difficult to prove your claims in court.

Generally, it is advisable to give your employer notice that you intend to resign, but if the circumstances warrant it, some delay in doing so is acceptable. The length of your notice period should not be too long, as this could undermine the strength of your claim. You should also take steps to mitigate damages and seek alternative employment, if possible. For more information about how to protect your rights in a constructive dismissal case, contact us today. Our team of experienced Toronto employment lawyers can assist you.

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