Constructive dismissal case fails due to failure to use employer's grievance procedure

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[@annesalfrais8693]

Thank you, it has really helped me to see the situation more objectively, despite being emotionally upset.

[@unicornbassista9308]

Hi Sir Terry, could you make a video about returning company properties after termination. If unlawful termination, the company does not ask for their belongings because they did not want the employee know their new registered office address, is that legal? Thank you.

[@Dellen-Roger]

Great vid Terry as always

[@ghostghost7067]

Hi Sir Terry very helpful thank you

[@kc-qs8qg]

depends of course if the employer ALLOWS you to use the grievance procedures etc - ie if it doesn't just ignore it...

[@muskateer12345]

Get evidence that the employer did not have any grievance procedures to begin with so that quitting would then be reasonable , I guess

[@kc-qs8qg]

@@muskateer12345 no - by default, employers are subject to 'just and fair procedures' even if they are not in a written policy - an email raising a concern is sufficient...

[@victoriapolyakova6777]

Thank u!!!!!!!!!

[@maahn6238]

How about if theif procedure is on paper good but they wrongly conduct it and creat wrong evidence etc by putting many meeting...like they do emotional attack and they dont executit neutrally ..they are on management side

[@FrancesHayes-pp4fu]

Thank you for your video

[@charlottehardwick4261]

What if Mr Griffin genuinely was a bully. Tbh in my experience this is more likely than him being a totally innocent victim wrongly accused.

[@terrygorry]

You don’t decide cases on statistical probability. They are decided on the evidence/facts.