Miss Kurdybelska v Staffline Recruitment Limited — 2026

The claimant resigned on 20 March 2025 and alleged that this amounted to constructive unfair dismissal because her line manager had forced her to resign during a meeting by giving an ultimatum and making other coercive comments. The respondent denied this and said the manager had only given informal advance warning that a formal meeting about conduct or performance concerns would follow.

The tribunal preferred the respondent's evidence about the disputed conversation. It found that the manager did not give the alleged ultimatum, did not say the meeting never happened, did not refuse a request to consult someone, did not make the alleged comments about finding something on the claimant, and did not offer a month's salary in lieu of notice as a goodwill gesture.

The tribunal concluded that the informal warning of a forthcoming formal process did not destroy or seriously damage mutual trust and confidence. It found that the claimant resigned voluntarily after being warned that a performance or conduct process would shortly begin, so the constructive unfair dismissal complaint was not well founded and failed.