8 years employment, hours reduced by 50%.. Possible constructive dismissal?

Hi everyone, I’m in Ontario and looking for input on whether a sudden 50% reduction in my scheduled hours after 8 years of consistent employment (and a verbal agreement for steady scheduling) could amount to constructive dismissal.

Employment details:

• Bartender at the same employer for 8 years
• Typical schedule over the entire employment: 3-4 shifts/week (usually 4)
• Paid hourly + tips
• Prior to the new year, I had a verbal agreement with both my manager and the owner that I would consistently be scheduled 4 shifts/week in exchange for maintaining full availability

Recent change:

• This is the first week my hours have been reduced
• Schedule dropped from 4 shifts/week to 2 shifts/week (50% reduction)
• No performance issues, warnings, or disciplinary action
• When I asked the owner about the reduction, I was told this is “what he can provide”
• No indication the change is temporary or seasonal
• Owner has recently taken over scheduling and supplier/rep communication the last two weeks

Context:

• Current owner took over the business less than a year ago
• FOH responsibilities have been shared between myself and the manager (longest-standing staff)
• Ongoing tension between owner and manager
• I am friends with the manager outside of work

Income impact:

~$950 bi-weekly wages
~$500/week in tips (now reduced due to fewer shifts; historically consistent and documented via cheque deposits)

Current status:

Still employed and working shifts when scheduled
Have not resigned or refused shifts

My concern:

• Sudden 50% reduction in hours after 8 years of consistent scheduling
• Prior verbal agreement for consistent 4 shifts/week in exchange for full availability
• Financial impact is significant

Questions:

• Does a 50% reduction in hours after long-term consistent scheduling potentially meet the threshold for constructive dismissal in Ontario?
• Does a long-standing pattern of hours plus a verbal agreement (that my manager can confirm) carry legal weight?
• If I continue working under reduced hours, does that affect a potential claim?
• What documentation should I be collecting at this stage?

I’m just trying to understand whether this is something worth speaking to an employment lawyer about.