In claims of constructive dismissal, one of the most crucial pieces of evidence the Employment Tribunal will consider is the detail of the employee’s resignation. Read on for more information about what should and should not be included.
In claims of constructive dismissal, one of the most crucial pieces of evidence the Employment Tribunal will consider is the employee’s resignation. Read on for more information about what should and should not be included.
Sometimes, acronyms can be more confusing than helpful. Has your employer asked you to consider a MARS? If they have, it is unlikely they are referring to a chocolate bar, or a trip to another planet. In this post, we want to provide some information about the MARS process. However, if you would like to discuss your situation with a qualified employment solicitor, just call on 01522 440512 for a free telephone consultation.
At Lincs Law Employment Solicitors, we have received an increase in enquiries from clients who have resigned from their job and want to bring a Constructive Dismissal claim against their employer. Read on for more information.
In claims of constructive dismissal, one of the most crucial pieces of evidence the Employment Tribunal will consider is the employee’s resignation. In this post, we have provided some information about constructive dismissal and what should and should not be included in your resignation letter.
Nearly every day, I speak to a client who wants to resign and claim constructive dismissal at the Employment Tribunal. This is usually because their employer’s behaviour has made it difficult, sometimes impossible, for them to continue in their job. Read on for five points to remember about constructive dismissal.
I recently helped a lovely client secure more than double the compensation he had originally been offered by his employer to sign a Settlement Agreement waiving claims related to Flexible Working & Constructive Dismissal. For details of my client’s story, and how I can help you, read on….
I regularly speak to clients who are distressed about the behaviour of their employers. They tell me they want to resign and claim constructive dismissal at the Employment Tribunal.