Head of School forced out after welfare meeting: constructive dismissal over trust and confidence

A career ended by a single meeting

For a Head of School with 15 years of service, the transition to a new role should have been a proud moment. Instead, a welfare meeting in November 2016 turned into a confrontation. The CEO was aggressive, questioned whether the claimant was 'up to the job', and later threatened capability proceedings if she returned to work. Within days, a settlement offer was made — a clear signal that the trust between employer and employee had already fractured.

What went wrong for the employer

The respondent, Leading Learners Multi Academy Trust, made several critical errors. First, the welfare meeting was not handled with the care expected for an employee on sick leave with stress and high blood pressure. Second, the threat of capability proceedings added pressure at a vulnerable time. Third, the claimant's formal grievance was left to drift for months, and when a meeting finally took place, it was used to demand a psychologist appointment before any discussion of the grievance. This pattern of behaviour destroyed the mutual trust and confidence that underpins any employment relationship.

Why this case matters

This case is a reminder that constructive dismissal claims can succeed when employers fail to follow basic fair process. The tribunal found that the respondent's conduct went beyond poor management — it was a fundamental breach of contract. For employees in similar situations, the key is to show that the employer's actions left no reasonable option but to resign. The basic award of over £13,000 reflects the claimant's long service, but the real lesson is about the importance of treating employees with respect, especially during difficult times.