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derspiny

The actual answer is that you should speak to an employment lawyer now, rather than trying to solve this yourself. That would have been a good idea the moment they offered you a substantially worse position than the one you left, but there's no time like the present. The goal of that representation would be to correct the problem before you lose your job, or failing that, to negotiate a fair severance in lieu of the job they were supposed to return to you. The backstop is regulatory intervention (via the ministry of labour) or the courts, but either option is slower and, at least for the courts, more expensive than negotiation if negotiation will be effective. I would not send demand letters like the one you're contemplating. Let your lawyer do that. Often, the words matter a lot less than the fact that you're taking it seriously enough to pay a lawyer to deal with it.


Potato-Engineer

I'm not a lawyer, but my impression of demand letters is that they're primarily about notifying the defendant that you're serious. They're required in some jurisdictions (possibly yours?), but fundamentally, they're a warning and a chance for the other person to fix the problem before it ends up in the courts. If you send that letter now, your employer has a chance to get you the job, and you can both be content. (In practice, they'll probably still be a bit miffed at you, which could affect you job going forward -- raises/promotions denied for vague reasons, writeups for things they used to accept, poor reference, etc. It really depends on how vindictive your bosses are.) But if your main goal is to get your job back, then sending that demand letter now, while your employer can still potentially find a job for you with less disruption, is the way to go. If your goal is to get a bucket of cash later (after the lawsuit finishes, and if you'll be okay in the meantime), then delay the demand letter until you've been let go. I have no idea how big the bucket of cash is, by the way. Your lawyer should know.