That can probably be described as gross misconduct or insubordination, and be used as a valid reason for immediate dismissal with no benefits. Then you'd have t

That can probably be described as gross misconduct or insubordination, and be used as a valid reason for immediate dismissal with no benefits. Then you'd have to argue that the company's demand was not reasonable, and then it sounds like you're pretty much in the same place as if you argued constructive dismissal to begin with. I have no idea if they're legally or practically equivalent.