Constructive Dismissal is an official procedure for UK employment law. The tribunal is the body that decides upon the matter, in terms of UK law. It consists of one panel appointed by the Tribunal for Employment Tribunal, and one panel of arbitrators, appointed by the Employment Tribunal. In the case of breach of contract or fair trading, the employer will have to seek to have the claim approved by the Tribunal, before it can enter into force.
At any point when the employee or the employer has not received an opportunity to show that there has been a constructive dismissal, or to point out how the claim has been unfairly brought about, they can approach the tribunal to apply for a determination as to whether the case is genuine or not. A Constructive Dismissal Claim is often investigated by a company like https://www.employmentlawfriend.co.uk/constructive-dismissal
There are two main considerations that the employment tribunal takes into account while deciding if the case meets the strict requirement that it is ‘genuine’ or not. The first consideration is whether the employee’s contractual claim for constructive dismissal was justified. In case it was not, the employer will not be able to make any claim for unfair dismissal. This also goes for the second consideration, which is whether there has been any malicious misconduct or other unfair conduct by the employee which amounts to constitute a breach of contract or fair practice.
Where the employer has acted in bad faith, they will not be entitled to claim for constructive dismissal. Similarly, where there is evidence of serious and widespread harassment or any other type of conduct which is likely to lead to any employee taking steps to protect their rights under the employment rights act, the employer will not be able to make a case for unfair dismissal.