No that is not correct.
The situation is a case of constructive dismissal.
When an employer does something that fundamentally changes the nature of the employment so that it drives the employee to quit, this may be a case of constructive dismissal. This is usually the case when the employer reduces wages, cuts hours etc. It is also the case where the employer's conduct makes it intolerable for the employee to continue working.
If an employee does quit under these circumstances then the law is that constructive dismissal is wrongful dismissal and the employer will be liable for damages.
Generally the damages would be equal to what the employee would receive had they been dismissed without cause. If that had been the case they would have been entitled to receive "reasonable" notice or pay in lieu of notice.
Generally, in determining what is reasonable notice Courts look at several factors including the length of time the employee worked for the employer, their age, their position, the likelihood of finding new employment etc.
At the high end, if they were in a managerial position, the Court would likely order one month's notice or pay in lieu of notice for each year of employment. If they were not in a managerial position the Court would order somewhat less.
Does that help as a starting point?
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