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Answered in 19 hours by:
1/14/2018
VerifiedGenerally, the amount awarded is commensurate to that the employee would've been given if they were fired. So, there is the general statutory notice (i.e. certain number of weeks depending on how long employee has worked at the business), and if such notice wasn't given (as would be the case in constructive dismissal), then pay in lieu of such notice, for that same amount of time.
Additionally, if the constructive dismissal involved further aggravating factors, e.g. discrimination, that may increase the amount the employee is entitled to.
Severance pay may also be applicable, depending on the nature of the employment.
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