A court has held that a contract could be varied by an oral agreement between the parties, despite the earlier contract containing a clause to the effect that all subsequent variations must be in writing.
Legislation is now in force to state that employers cannot enforce exclusivity clauses in zero hour contracts.
An employer was not in breach of contract for paying an employee a discretionary bonus of 1% of profits in circumstances where the employee claimed to have been told that 5% would be the minimum.
Many employment contracts and settlement agreements contain clauses suggesting dire consequences if they are breached. When relied upon, employees often argue that they are “penalty clauses” and therefore void. Faced with two contrasting cases on the nature of a penalty clause, the Supreme Court has provided a new test to identify those clauses which are unenforceable as penalties.
An injunction has been granted to require that a company withdraw its motions in a Massachusetts court against an employee domiciled in the UK.
A school’s decision to change a teacher’s working patterns from three days per week to five days per week has been found to amount to a repudiatory breach.
Whilst the general rule is that changes to the terms of a contract of employment must be agreed, it is possible to make unilateral changes if an employer has the express contractual right to do so.
Whilst the general rule is that changes to the terms of a contract of employment must be agreed, it is possible to make changes unilaterally.
Where a director and shareholder worked part-time for a company, in the absence of an employment contract, a right to remuneration was implied.
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