My friend/ex work colleague has now decided to go ahead with a constructive dismissal case. The investigation into his grievance was farcical. The investigator, external - but my friend thinks he is a good friend of the HR Manager - didn't interview the witnesses for my friend, nor did he examine any of the abusive emails from one of the managers to my friend - there were about 80 of these emails. There were also emails from my friend notifying the manager that some things were not correct, and asking him to help him sort out the errors - administrative and financial errors, with the manager never getting back to him, or getting back to him several weeks later. I have seen the emails my friend/ex colleague has. They totally corroborate his story - how can an investigator get away with not looking at these given that they were also mentioned in the terms of reference. My friend is appealing the outcome of the report with his former employers, who are still my employers. He had an HR 'Expert' - I not overly fond of the term 'expert,' look at the report, the evidence he had etc, and she is dumbfounded, and feels that it was completely and fundamentally flawed. This is now fuelling his desire further to go ahead with a constructive dismissal case. I'm a bit shocked - do employers actually get away with this sort of thing in this day and age? Can they get away with it? After what my friend/colleague has been through with the organisation, and seeing how he has been treated, and what has happened now, I am slowly looking for another position also. Advice/comments would be welcome.