Announcing a change to the job that doesn’t happen

Failure to follow through may not necessarily prevent constructive dismissal
By Stuart Rudner
|Canadian Employment Law Today|Last Updated: 07/22/2015

Question: If an employer tells an employee about a significant change to the job that the employee protests but the employer doesn’t follow through, can that be considered constructive dismissal?

Answer: Generally speaking, constructive dismissal arises where an employer makes a unilateral change to an employee’s conditions of employment that substantially alters the conditions of employment, or multiple changes that together amount to a substantial alteration of the conditions of employment.