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If employees did not agree, they could claim unfair constructive dismissal, under which they would be entitled to their previous redundancy entitlement.
That scenario is similar to one of constructive dismissal in employment legislation.
There can be no question of there being a scheme that is not broadly comparable, otherwise employees may have grounds for constructive dismissal.
It will be for the tribunal to decide whether the change in contractual terms is sufficient in law to amount to constructive dismissal.
If you were, you are entitled to claim compensation for constructive dismissal.
That constituted part of a case of constructive dismissal.
Constructive dismissal is something that employers often use, especially when they want to get rid of somebody or wish to reduce staff numbers.
The employee could not use bad behaviour as a hook upon which to hang a claim for constructive dismissal.
What has happened to the present commissioner would, in most employments, be an open-and-shut case of unfair, constructive dismissal.
But in the field of industrial relations, particularly as regards the legislation covering that subject, there is a term called "constructive dismissal".
The employer was seeking to argue that the resignation constituted a constructive dismissal.
Take, for example, the case of constructive dismissal.
In constructive dismissal the employer is denying that there was dismissal at all.
That is a potential case of constructive dismissal.
I do not accept that there was any constructive dismissal.
