The return of the School Support Staff Negotiating Body (SSSNB)
After more than a decade, the School Support Staff Negotiating Body (SSSNB) is set to return, and it could reshape
Constructive dismissal claims are usually very hard fought and tend to be very fact-specific and difficult claims to win. Given that you have to resign to bring such a claim, you would be putting yourself out of work, so a lot of care needs to be taken about whether this is the right decision for you. If you think you may have a case, it’s important to get legal advice as soon as possible and not to delay. If there’s a long time between the breach happening and you resigning, your employer may try to claim that you’ve waived your rights – waiting a long time can look like acceptance.
Of course resigning from your job is often financially and emotionally daunting, so talk to an employment law specialist before you take any big steps. An employment lawyer can:
Our experienced employment law specialists have handled multiple cases and we have numerous negotiation techniques and tactics up our sleeves. We’re adept in managing contractual disputes and we’ll be by your side, working to get you the best possible outcome.
We can also advise you on other potential claims you may have, for instance if you feel you have been forced to leave because you are a whistleblower, or if your employer has acted in a discriminatory way towards you.
If you’d like to meet one of our experts for a confidential, no obligation chat, please get in touch.
We have offices across Cambridgeshire, Essex and Hertfordshire, but we can help you wherever you are in England and Wales.
Very good knowledge of the law. Practical advice given in client friendly and appropriate terms.
To claim for constructive dismissal you must resign first and must do so promptly in connection with the breach. To pursue a claim, you need to have a serious reason to resign. You may be complaining about a breach of an express term of your written contract, or of implied terms such as “trust and confidence”. There are a range of actions which may, depending on the circumstances, entitle an employee to pursue a constructive dismissal claim including:
After more than a decade, the School Support Staff Negotiating Body (SSSNB) is set to return, and it could reshape
According to ONS data, over 20% of adults who reported sexual harassment for the year ending March 2024 said this
In Nayfeh v Barclays Bank UK Plc, the Employment Tribunal found the dismissal unfair after a sexual-harassment-related investigation and hearing
With the November 2025 Budget looming, UK employers are watching closely for possible changes that could directly impact employment costs.
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If you’d like to meet one of our experts for a confidential, no obligation chat, please get in touch.
