Constructive Dismissal & Constructive Discharge: How to Recognize, Respond to, and Protect Yourself from Forced Workplace Exit – Coming soon

Coming soon…..

Course Description

This course teaches employees, managers, workplace wellness professionals, advocates, and business owners how constructive dismissal happens, why it is often misunderstood, and what workers can do when an employer changes the employment relationship so significantly that continued employment becomes unreasonable.

The course is educational, not legal advice. Because constructive dismissal laws vary by province, state, contract, union status, and workplace facts, students should be encouraged to consult an employment lawyer or labour authority before resigning or starting legal action.

In Canada, constructive dismissal generally involves a major employer-made change to the employment relationship without the employee’s agreement. The Government of Canada⁠� explains that if an employee does not accept new employment conditions, they usually must leave within a reasonable, often short, period, because continuing to work may be treated as acceptance. � In the U.S., the related term is often constructive discharge, and the U.S. Equal Employment Opportunity Commission⁠� describes it as being forced to resign because working conditions became so intolerable that a reasonable person could not stay. �

In the United States, the related legal concept is often called constructive discharge. This generally refers to a situation where an employee resigns because the employer has made working conditions so intolerable that a reasonable person would feel forced to quit. U.S. constructive discharge claims often arise in connection with discrimination, harassment, retaliation, hostile work environment, whistleblower issues, contract disputes, or other unlawful employment practices. Because many U.S. employees work under “at-will” employment rules, the legal claim often depends on whether the forced resignation was connected to a protected legal right or unlawful employer conduct. The U.S. Supreme Court has described the standard as working conditions becoming so intolerable that resignation is a fitting response, and the EEOC also recognizes constructive discharge in discrimination-related employment claims. �

Course will be $349 when available.