If you feel that things aren't right at work you're probably right, even if you can't put things into words. Trust your intuition, or gut feeling. 

Often changes in attitude towards employees happen after the appointment of a new manager. The attitude changes can be subtle at first, leaving you doubting whether or not what you are sensing is right. If you are in this situation we encourage you to make diary notes of things that are happening and keep these safe off site. You can also contact us by email or telephone for a free, no obligation, discussion to talk about what's happening and your options. If you do this at an early stage you can avoid the damage to your health, and work relationships, which often arises if things have been deteriorating for a while.

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The Hon Kate Wilkinson says that New Zealand’s constructive dismissal laws need to be reviewed – presumably to make them more favourable to employer. 

We believe that any such law changes are unnecessary.

What is a constructive dismissal? It is where an employee feels that he or she has no option but to resign. Common reasons why employees feel forced out are:

• Employees who are threatened with dismissal, or something else nasty, if they don’t resign.
• Ongoing sexual or racial harassment that the employer knows about but fails to deal with effectively.
• The employer making unilateral changes to the employment relationship.
• Deliberately creating an unpleasant work environment so the employee resigns.

It is more difficult for an employee to win a constructive dismissal claim than an ordinary type of dismissal claim. Because the scales are already tilted well towards the employer, any more changes that favour employers are unfair and unnecessary.