Add Comment Question: I have worked for a company since Jan of 2024. I am hourly paid and I am not in an union. In 2024 I worked overtime and was paid 44 hours at regular pay of OT and another 18 hours at time and a half. in 2025, I worked 103 hours of ot paid at regular wage and an additional 38 hours at time and a half. This yeat I have work 7.5 ot at reg pay and 12.5 at time and a half. In the middle of Feb the manager said effective immediately no more OT at all. Most of the OT I have worked the last 2 years is late night presentations and weekend trade shows . Now they still want me to work the late night meetings and weekend trade shows but for example if I attend a trade show on a Saturday for 8 hours they want me to not work 8 hours of the week before (from my regular 8 to 5 shift)so my total weekly hours is 40. The same would apply to the nightly meetings and not work the day of for the same amount of hours that the meeting is. Can this not be considered a constructive dismissal as they are changing my regular work days potentially? Answer: Unfortunately, whether or not this would be a constructive dismissal entirely depends on the contents of your employment contract and any other employment documents you have signed. It would also depend on how this is implemented in terms of the exact changes made. This is something that tends to be very fact specific, so you would need to have a consultation with a lawyer to have them review your documents to determine an answer. Your Comment * Your Email * Your Name * Your City Note, your name, city and email is not displayed on the website. It is used to notify you that we have approved your comment.