Frequently Asked Questions

Answers to questions that have led you here.

If you have a question that isn’t listed below, send me a message and I will get it added!

Do I have to work my notice?

In most cases, yes. If you resign from your job, you are expected to work your notice period as set out in your contract. If you walk away without agreement from your employer, you are likely in breach of contract.

While an employer cannot physically force you to work your notice, they are entitled to recover any financial losses they suffer as a direct result of your breach. This is a well-established principle of contract law.

In practice, this means the employer would need to show clear financial loss caused by you not working your notice. That could include costs of emergency cover, agency fees, or lost business. These losses would need to be specific, provable, and directly linked to your early departure. Claims like this are rare, but not impossible, particularly where a role is business critical or difficult to cover.

If you are unable to work your notice, it is better to speak to your employer and try to reach a mutual agreement. In some cases, they may agree to shorten the notice or allow you to use outstanding leave.

The amount of notice you need to work will be written in your employment contract.

What if an employer doesn’t pay you correctly (or refuses to pay you)?

If your employer refuses to pay you what you are owed, you may have grounds to bring a claim for unlawful deduction from wages under the Employment Rights Act 1996. This covers things like unpaid wages, overtime, holiday pay, or contractual bonuses that should have been paid but were not.

To bring a claim to an employment tribunal, you must act quickly. You have three months less one day from the date the payment was due. If there is a series of deductions, the time limit runs from the date of the last deduction. It is also important to go through ACAS early conciliation before submitting a tribunal claim, as this is a mandatory step in most cases.

If the issue cannot be resolved informally, and you are still within the time limit, you can lodge a claim with the tribunal. If successful, the tribunal can order the employer to repay the amount owed.

Can you be demoted?

An employer cannot demote you out of the blue. Any change to your role, pay or status would usually require your agreement, and forcing this through without consultation would likely be a breach of contract. In some cases, it could also give rise to a constructive dismissal claim if you decide to resign in response.

However, demotion may be permitted as part of a formal disciplinary process, but only where your contract or the disciplinary policy clearly allows for it as a possible outcome. Even then, the employer must follow a fair process and demonstrate that the sanction is reasonable in the circumstances.

You might also be offered a lower role during a redundancy process. This is usually referred to as redeployment, not demotion, and should come with a choice. If the new role involves lower pay or responsibilities, you do not have to accept it. You should be offered redundancy instead if the new role is not suitable.

What can I do if I am being bullied at work?

If you are being bullied at work, the first step is to keep a clear and detailed record of what is happening. Note down dates, times, what was said or done, and who was present. This can help establish a pattern and give you evidence if you decide to raise the issue formally.

If you feel safe to do so, you can try to address the behaviour directly with the person involved. In some cases, people are unaware of the impact of their behaviour and a calm, direct conversation can help. If that is not possible or does not resolve things, you should speak to your line manager or HR department.

Most employers have policies in place for dealing with bullying, harassment or dignity at work. You can raise a formal grievance if the behaviour continues or if informal steps are not appropriate. Employers have a duty of care to protect your health and wellbeing at work, and failing to act on bullying could be a breach of that duty.

If internal procedures do not resolve the issue, you may want to seek advice from a trade union, solicitor or employment advisor. In some cases, bullying may also amount to harassment under the Equality Act 2010, particularly if it relates to a protected characteristic such as sex, race, disability, age or religion.

What are the signs that I am being managed out of my job?

Being managed out of a job is not a formal process, but it can feel like you are being pushed to resign or forced into a position where continuing in the role becomes unsustainable. While every situation is different, there are some common warning signs.

You may notice your workload increasing or becoming unmanageable, or the opposite, being sidelined, excluded from meetings, or stripped of responsibilities. You might be subject to increased scrutiny, unreasonable deadlines, or frequent criticism of your performance, even when there has been no previous issue. Targets may suddenly shift, or expectations may be set that you have no realistic chance of meeting.

In some cases, individuals report a breakdown in communication with their manager, a sudden change in tone, or a feeling that nothing they do is good enough. You might also find yourself subject to informal capability discussions or repeated performance reviews without clear support or improvement plans.

If you feel you are being managed out, keep detailed notes of what is happening. Try to establish a paper trail through emails or meeting records. If the treatment becomes unreasonable or undermines your position, you may have grounds to raise a grievance or seek advice on constructive dismissal.

A word of caution: it is also worth being mindful of hostile attribution bias: the tendency to assume that others’ actions are intentionally negative, even when they may not be. Not every disagreement, change in tone, or decision you dislike is part of a plan to push you out. This bias can make it harder to see the situation clearly and may escalate tensions unnecessarily.

If you are unsure, speak to someone you trust, such as a union representative or colleague, who can help you sense-check what is happening before deciding how to respond.

I am not happy at work anymore

If you are feeling unhappy at work, it is important not to ignore it. Whether the issue is related to your workload, your team, your manager, or just a general sense that something is not right, those feelings are valid and worth exploring.

Start by taking some time to reflect on what has changed. Has something specific happened that triggered the shift, or has the dissatisfaction built up gradually? Identifying the root cause can help you work out what action to take next. For example, if it is related to how you are being treated, it may be appropriate to raise concerns informally or through your employer’s grievance process. If it is about career progression or development, a conversation with your manager might help reset expectations.

Speak to someone you trust, whether a colleague, a union rep, or a mentor. Sometimes, getting a second opinion can help you separate what is manageable from what is not.

It is also worth remembering that staying in a job that affects your wellbeing is not a long term solution. If you are regularly feeling anxious, demotivated, or unwell as a result of your work, it may be time to consider other options. That might mean looking for a new role, reducing your hours, or seeking support for your mental health.

Feeling unhappy at work is more common than people think, and there are ways forward. You do not have to go through it alone.