If My Manager is Bullying Me, Can I Resign and Claim Constructive Dismissal?
11/11/2026
Being unhappy with your manager does not automatically mean you are being bullied. However, there is a point where difficult behaviour can become much more serious.
If you are regularly being humiliated, undermined or made to feel that you are no longer wanted at work, you may be wondering whether you can resign and claim constructive dismissal.
What counts as bullying at work?
Bullying can take many forms. It might involve shouting, insulting comments or threats, but it can also be less obvious.
For example, you may be:
- repeatedly criticised in front of colleagues
- excluded from meetings or important information
- given unrealistic deadlines or workloads
- constantly undermined by a manager
- stripped of responsibilities without explanation
- subjected to aggressive emails or messages
- treated in a way designed to make you feel unwelcome
A manager asking you to improve your work is not automatically bullying. However, being singled out every week, embarrassed in front of colleagues and given targets nobody could reasonably meet may present a very different picture.
There is no specific law against bullying itself, but bullying can contribute towards a constructive dismissal or discrimination claim.
Can bullying lead to constructive dismissal?
Constructive dismissal arises when your employer seriously breaches your employment contract and you resign because of that breach.
This could involve one serious incident or a series of events over time.
All employment contracts contain an implied term that the employer will not, without good cause, conduct itself in a manner calculated or likely to destroy or the relationship of trust and confidence. Workplace bullying may amount to a breach of that term
For example, imagine you have repeatedly told management that a senior colleague is humiliating you in meetings. Nothing is done. The behaviour then becomes worse and you start being excluded from work you previously handled.
The individual incidents may need to be considered together rather than in isolation.
Is my employer trying to manage me out?
This is a concern we regularly see in workplace disputes.
Perhaps you have always received positive feedback, but suddenly everything you do is criticised. You may be left out of meetings, have responsibilities removed or find yourself placed under unexpected performance procedures.
None of these things automatically prove that an employer is trying to force you out. There may be legitimate explanations.
However, a sudden pattern of unreasonable treatment should not simply be ignored.
Keeping copies of emails, messages, performance reviews and notes of incidents can help establish what has actually happened.
What if the bullying is discriminatory?
Bullying and discrimination can overlap, but they are not the same thing.
If the behaviour relates to your age, race, disability, sex, sexual orientation, religion or another protected characteristic, you may potentially have a discrimination claim as well.
You can read more about this in our guide to constructive dismissal and workplace discrimination.
Should I raise a grievance about workplace bullying?
In many situations, it is sensible to give your employer an opportunity to address the problem.
You may initially raise the issue informally. If that does not work, or the situation is too serious, you can make a formal complaint known as a grievance. Employers should take bullying complaints seriously and investigate them appropriately.
What happens next can also be important.
For example, if your employer refuses to investigate your grievance, this could potentially contribute towards constructive dismissal.
Should I resign because I am being bullied?
Resigning may feel like the quickest way out, particularly if going into work has become difficult.
However, constructive dismissal claims can be challenging, and resignation is a significant legal step.
Before resigning, it is important to consider the evidence, what you have already reported, how your employer responded and whether other options remain available.
If you believe bullying has made your position at work impossible, speak to Jon Heath and our employment team before making your next move. We will listen to what has happened, explain your options and help you understand how best to protect your position.
Email enquiries@jrlevins.co.uk or call the relevant number below:
Merseyside: 0151 480 5777
Widnes: 0151 480 5777
Runcorn: 01928 711119
