There is no case to be made in the US unless the constructive dismissal was discriminatory in nature. It is legal to get people to quit by making working conditions worse, as long as you don't break any employment laws by doing so.

Say that I want you some of my employees to quit. I say you are only allowed to have meetings while doing handstands, but I provide reasonable accommodation for disabled people who can't do handstands. If I fire you for not doing a handstand or if you quit because you don't want to do handstands, I have done nothing illegal under US law.

Doesn't mean it's a good system. But that is the system we have.

Especially if they were hired with remote in their original agreement. Changing the location of work would necessitate some additional consideration and a new agreement.

Agreed on damages. It's been my limited experience that US lawyers won't even bother with such a case unless they think there is a very good chance of a jury awarding punitive damages. Which, practically speaking, is very rare and only happens in the most egregious of cases. I suppose it matters somewhat what the local jury pool is like, but generally if it isn't something absolutely flagrant and politically charged juries don't award punitive damages in these cases.