Editing Constructive dismissal (section)

==== Changes to the employment relationship ====
Typically, the first way to claim constructive dismissal involves an employer making substantial changes to the employment contract, such as:

# a demotion;
# altering the employee's reporting structure, job description or working conditions;
# lowering an employee's compensation;
# changing hours of work;
# imposing a suspension or leave of absence; and
# relocating the employee's workplace.

In addition, failure on the part of an employer to provide employment standards (e.g. overtime pay, vacation pay, etc.), can result in a constructive dismissal.

Nevertheless, for an employee to have a successful case for constructive dismissal, the employer's breach must be fundamental. What is "fundamental" depends on the circumstances, and not all changes to the employment relationship give rise to a constructive dismissal. For example, administrative, i.e. non-disciplinary, suspensions might not amount to a constructive dismissal if imposed in good faith and justified by legitimate business reasons (i.e. lack of work). As well, a small reduction in salary, in tough times, and administered rationally, might not be a constructive dismissal.