Some employees may have experienced something known as constructive dismissal at their place of employment. This is where an employer makes things difficult for you so that you end up quitting.

Initially, it can be somewhat subtle, but when the desired result is not achieved, stronger attempts are made with greater frequency. This is a way of trying to get rid of an employee with no just cause whatsoever so that no severance package or any other form of compensation is offered. They don’t try to come right out and fire you, because then there is compensation involved or perhaps even a wrongful dismissal lawsuit on their hands.

Here are five ways employers use to get you to quit.

1. Pay Cut

This tactic hits you where it really hurts and they know it. We all have bills to pay and when they significantly reduce your wages, it can be a struggle to cope. You’re facing a classic case of constructive dismissal. This is a forced change and one that you certainly do not agree with.

When this happens, you will need the services of an experienced labour and employment lawyer that deals with constructive dismissal. If you’re forced to leave, you can sue them for lost wages.

2. Move To Different Location

This is another way, though this can be tricky and may depend on other factors. Have you moved before, or is moving a required part of the job? Will you be compensated for the move?

If, for example, you’re entitled to all the same terms and benefits with not much disruption to your family life, then you may not have a leg to stand on. However, if these factors don’t come into play, then you may have a case.

3. Forcing Of Extra Work

If you’re being forced to do extra work constantly while other employees are not affected this way, then this is obviously not fair. You cannot be forced to always do more and more work while your co-workers are left alone and not required to pull their weight.

This is pretty blatant and you have a good case, which is why you’ll need a lawyer on your side.

4. Bullying & Sexual Harassment

When you’re subjected to ongoing bullying or sexual harassment by the employer, this is now considered a poisoned workplace. This behaviour has to be ongoing, thus creating a hostile and intolerable workplace.

However, the onus is on the employee to prove that it’s now a poisoned workplace. As long as the employee can prove these facts and prove that the employer’s actions and behaviour is intolerable, the employee may exercise his or her right to quit and claim constructive dismissal damages.

5. Demotion / Change In Responsibilities

When an employee suffers a demotion to a more junior role as well as a change in his or her responsibilities with important duties removed, this can be considered as constructive dismissal, especially if the employee’s contract has been radically changed.

This change may be humiliating to the employee, even though his or her salary remains the same. Obviously, if the salary is reduced as well, that makes it worse. There are situations where it can get really tricky, which is why you would require a lawyer’s expertise.

For example, what if an employee had to take emergency medical leave for a heart condition? Upon returning, the employee’s duties may have drastically changed. Is this because an employer was already considering demotion and seized on the opportunity of a medical problem that came at just the right moment?

Or, could it just be a genuine change based on the employee’s current medical condition so as to protect the employee’s vulnerable health in the aftermath of a heart surgery?

Constructive dismissal is just plain wrong. As an employee, you need to be careful and remain calm and collected. You may want to document days, times and occurrences in a journal. If an employer asks you to sign anything, make sure that you have it looked at by a lawyer before signing anything. You want to be sure that you will be getting whatever you’re rightfully entitled to.