Site manager constructively dismissed after two-year suspension and no support

A breakdown of trust

This case shows how a series of failures by an employer can add up to a constructive dismissal, even where no single act might be enough on its own. The site manager, who had three years' service, was initially summarily dismissed without any procedure. Although reinstated two days later, he was immediately suspended on full pay — and that suspension lasted nearly two years.

What went wrong

When the disciplinary hearing finally took place, it found no case to answer. But instead of being allowed back to his original job, the site manager was told to go off sick and that he could not return to his workplace. On his return from sickness absence, he was given 12 weeks to find a new role within the council or face disciplinary action — yet received no meaningful support. A job offer at another school was withdrawn after Bury Council gave a bad reference, and his grievance about this was ignored.

Why the result matters

The tribunal found that the council's cumulative conduct destroyed the trust and confidence necessary for the employment relationship. For employees in similar situations, this case highlights the importance of documenting every failure by the employer — from procedural errors to lack of support. The relatively modest compensation reflects the site manager's short service and limited financial loss, but the principle established is significant: employers cannot string employees along with endless suspensions and then abandon them to find their own way out.