Last straw cases





The breach of contract that leads an employee to resign can be either one act if sufficiently serious, or a series of actions which together amount to a breach. These are often referred to as “last straw” cases. They are common in situations involving bullying, harassment or discrimination. It does not matter if no single incident amounts to a serious breach as long as taken together, they destroy the contractual relationship. However, reasonable employer behaviour is unlikely to be regarded as a “last straw” justifying resignation, regardless of what came before (London Borough of Waltham Forest v Omilaju [2005] IRLR 35). For this reason, any employee contemplating resignation should ensure that any eventual resignation is linked to an incident that is unarguably unreasonable.


An employee who has “affirmed” a series of past incidents, for example, putting up with cumulative minor incidents of poor employer behaviour, can rely on a further incident to “revive” those earlier breaches, justifying a resignation and a claim for constructive dismissal. The key question is whether the “last straw” is part of a course of conduct that, viewed cumulatively, amounts to a breach of the implied duty of trust and confidence resulting in the resignation (Kaur v Leeds Teaching Hospitals NHS Trust [2018] EWCA Civ 978).