Hello - so I bounced back and forth with junior member of my union - f##king useless. This is very clear cut and definitive - awesome Ezra! I did resign after an industrial accident after 11 months service. This was 2021 almost about to go to tribunal - personal injurie claim will follow later. So unfortunate I couldn't resign and present Repudiatory Breach at the same time along with my grievance - buggers put me in hospital before I could. - This is one of the most concise and sensible media on you tube - well done!
Brilliant video! Thank you so much Update: I followed the guidance/information in the video, lodged an ET claim for constructive dismissal. Recently Settled amicably via ACAS for a financial lump sum 👍
@@MsAgileGuruI just asked for 2 months salary Had worked there (multinational consultancy) for less than 2 years. This was a “nuisance” sum as paying for a barrister to attend hearings would have cost more. Lots of big companies are covered by insurers who mainly care about what will be the lowest cost option.
The whole issue of whether using a grievance procedure could be deemed as affirmation is such a grey area. I think it’s fair to say you would usually be expected to lodge a grievance before claiming constructive dismissal, otherwise any damages you are awarded at an employment tribunal could be reduced.
23:30 - for my own reference (discrimination concurrent with). Not sure what is meant by ‘accept breach’… 32:40 - doesn’t this contradict the ‘can’t give yourself time to look for a job’, or is this only within the notice period?
Area of not ABLE to constructively dismiss if on long term sick and forced to claim benefits for sick pay run out, can mean employee being "sanctioned" and lose all benefits as dwp see it as "resigned" so have up employment. Few can give an answer as to ehether benefits are sanctioned. This needs taking into account
If on long yerm sick, caused by an accident at work, and no sick pay, the employee is left claiming benefits . If the employee resigns, even as a constructive dismissal, they can be "sanctioned" as it counts as a resignation and can lose all benefits and left penniless. In the case i have been involved in, after many known breaches and altered accident / fire safety/ Cossh teports, they were forced to wait to be fired. Now my argument is that he couldnt resign thru constructive dismissal to the Tribunal. A horrible dilemma
Hello - so I bounced back and forth with junior member of my union - f##king useless. This is very clear cut and definitive - awesome Ezra! I did resign after an industrial accident after 11 months service. This was 2021 almost about to go to tribunal - personal injurie claim will follow later. So unfortunate I couldn't resign and present Repudiatory Breach at the same time along with my grievance - buggers put me in hospital before I could. - This is one of the most concise and sensible media on you tube - well done!
Many thanks. I’m representing a friend in an unfair dismissal case soon and this has been really useful.
Brilliant video! Thank you so much
Update: I followed the guidance/information in the video, lodged an ET claim for constructive dismissal. Recently Settled amicably via ACAS for a financial lump sum 👍
May ask how was your lumpsum calculated? A few months salary? Just about to go through the same and not sure how or what to ask? After 5yrs employment
@@MsAgileGuruI just asked for 2 months salary
Had worked there (multinational consultancy) for less than 2 years.
This was a “nuisance” sum as paying for a barrister to attend hearings would have cost more.
Lots of big companies are covered by insurers who mainly care about what will be the lowest cost option.
Thank you for making and such a structured and informative video. It is very helpful and succinct. Peace & Love, Queen Ester, UK
This was fantastic. Super valuable as CD is a tough one to plan out. 🙌
This is amazing video! Really helped, dealing with tribunals on my own and this has helped so much when I feel so lost!
The whole issue of whether using a grievance procedure could be deemed as affirmation is such a grey area. I think it’s fair to say you would usually be expected to lodge a grievance before claiming constructive dismissal, otherwise any damages you are awarded at an employment tribunal could be reduced.
I have just put a grevance in....so this is very helpful.
Why is it a grey area to put In a grvance?? You need this to tell hr what is wrong.. to cover you.
Excellent information thank you .
I am gonna watch this video again and again and again
Just what the doctor ordered
Magnificent
Ta
23:30 - for my own reference (discrimination concurrent with).
Not sure what is meant by ‘accept breach’…
32:40 - doesn’t this contradict the ‘can’t give yourself time to look for a job’, or is this only within the notice period?
What about working under protest pending resolution of the grievance? What if the employer is deliberately delaying handling the grievance?
I have the same question.
Area of not ABLE to constructively dismiss if on long term sick and forced to claim benefits for sick pay run out, can mean employee being "sanctioned" and lose all benefits as dwp see it as "resigned" so have up employment. Few can give an answer as to ehether benefits are sanctioned. This needs taking into account
If on long yerm sick, caused by an accident at work, and no sick pay, the employee is left claiming benefits . If the employee resigns, even as a constructive dismissal, they can be "sanctioned" as it counts as a resignation and can lose all benefits and left penniless. In the case i have been involved in, after many known breaches and altered accident / fire safety/ Cossh teports, they were forced to wait to be fired. Now my argument is that he couldnt resign thru constructive dismissal to the Tribunal. A horrible dilemma
They blocked me on everything, did not give me sick pay, vacation time, or personal time. They stopped paying me and said I quit when I did not.
Is very difficult to hear things between his swallowing habits