Unfair and Constructive Dismissal
There are many reasons as to why you might feel that your dismissal from your employment was unfair. It could be that your employment has been terminated due to issues that are beyond your control, such as your health or an illness. You might have been dismissed following an accusation regarding something you didn’t do, or you might have simply been dismissed over something that most employers would not consider serious enough to warrant this action.
Constructive dismissal is when your employer has made your employment very difficult for you which has left you with no option other than to quit. This could be a change in their behaviour or attitude shown towards you, a change in your job role, or they might have reduced your hours so you struggle financially.
It is generally assumed that a claim for unfair dismissal cannot be made until you have been employed for one year, or two years if your employment commenced after 6th April 2012. However, in the eyes of the law, there are a number of reasons for dismissal that are deemed ‘automatically unfair’ and in these situations the constraints of the one year rule do not apply. Some examples of ‘automatically unfair’ dismissals include being dismissed due to whistle blowing, trade union membership or health and safety issues. It also includes exercising a legal right, such as demanding minimum wage, taking maternity leave or asking requesting a written statement detailing the terms and conditions of your employment.
At Centenary Solicitors, we specialise in unfair and constructive dismissal claims and all of our Solicitors are both highly trained and experienced. If you have been the subject of an unfair or constructive dismissal contact Centenary Solicitors and a member of our team will be happy to assist you.
You can contact a member of our team by completing our simple claim form, by selecting ‘contact us’ above, or by calling us on 0800 1123 256.