консидерьте "условное"
тоже не ф, но лучше имхо

ща подумаю еще, может что-то всплывет

In case of constructive dismissal, the employer commits a breach of contract, thereby causing the employee to resign.
Constructive dismissal occurs where the employer, although willing to continue the employment, repudiates some essential term of contract and the employee resign. The employer is liable for breach of contract. For example, the employer might seek unilaterally to impose a complete change in the employer's duties.
To establish constructive dismissal, an employee must show that:
- his employer has committed a serious breach of contract (a repudiatory breach);
- he left because of the breach;
- he has not 'waived' the breach, thereby affirming the contract.
Examples of breaches of contract which have led to claims of constructive dismissal include the following.
- a repudiation in pay;
- a complete change in the nature of the job;
- a failure to follow the prescribed disciplinary procedure;
- a failure to provide a suitable working environment.

A repudiatory breach occurs where a party indicates, either by words or by conduct, that he does not intend to honour his contract obligations.
It does not automatically discharge the contract - indeed the injured party has a choice. a) he can elect to treat the contract as repudiated by the other, recover damages and treat himself as being discharged from his primary obligations under the contract. b) he can elect to affirm the contract.

ps. оба поста касаются законодательства Великобритании.