Before resigning over major changes at work

A major change to employment can raise a constructive dismissal issue, but resigning without advice can create substantial risk. The assessment depends on the agreement, the nature of the change, the employee's response, and the surrounding circumstances.

Keep the original terms, revised instructions, schedules, compensation records, and communications about your concerns. Record when the change was announced and implemented. Continuing to work, objecting, accepting a change, or leaving can each affect the legal position. A difficult workplace does not automatically establish constructive dismissal. Obtain timely advice before taking an irreversible employment step. The appropriate forum and representative depend on the claim, value, and any union or federal jurisdiction issues. A lawyer referral may be necessary.

Prepare a comparison of the original arrangement and the proposed change. Identify pay, duties, location, reporting structure, hours, and any other significant term affected. Keep the date of each communication and your response. If you are asked to sign new terms, obtain advice before assuming the signature is only an administrative acknowledgment. Likewise, an angry resignation message can have consequences that are difficult to undo. Preserve the evidence and seek a timely assessment while practical options remain available.

Ask about the response options and risks in the actual circumstances. The legal effect of continuing temporarily, objecting, accepting alternative work, or leaving requires individualized analysis. Financial hardship and a strained relationship may make an immediate decision feel necessary, but they do not resolve the governing legal test. Keep records of any search for alternative work where relevant to a potential claim. If a union, federal regime, or claim outside paralegal scope is involved, obtain the appropriate referral promptly rather than relying on general information about constructive dismissal.

Sources

• Ontario guide to termination of employment
• Matthews v Ocean Nutrition Canada Ltd 2020 SCC 26

Read next: When unfair treatment becomes a human rights issue

General Ontario legal information, not legal advice for your matter, and reading it does not create a retainer. Sources checked 15 October 2026: check the current law, forms and dates before you act.

Photos from Pexels: Signing an official document · Signing a contract with a pen.

This article is general information for people in Ontario, not legal advice. Rules, forms and deadlines change, and every situation is different. Check the current rule or speak to a licensed legal professional before you act.