What the employer did could indeed amount to reach of trust and confidence. The issue is what you can do about it. Whilst you can of course raise a formal grievance to complain internally, this still leaves the matter in the hands of the employer and the outcome depends on them. If you wanted to take it outside of work, then there is no direct claim you can make about it and the only way to challenge them is to resign and make a claim for constructive dismissal.
This occurs when the following two elements are present:
· Serious breach of contract by the employer; and
· An acceptance of that breach by the employee, who resigns in response to it.
Whilst the alleged breach could be a breach of a specific contractual term, it is also common for a breach to occur when the implied term of trust and confidence has been broken. The conduct relied on could be a serious single act, or a series of less serious acts over a period of time, which together could be treated as serious enough (usually culminating in the 'last straw' scenario).
Of course, constructive dismissal is a last option resort because you will be giving up your job to take it further but it is there if you consider this has resulted in you being unable to continue working there any further.
If the employer says they did not speak to your husband then that would just serve to aggravate the breach of trust but it won’t really do much else, it does not give you new grounds to make a claim for example.
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