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When issuing a notice of termination of employment the general rule is that a clear and unambiguous notice is to be taken at face value and an employer has no right to withdraw it. However, there are certain situations (e.g. where notice is given in the heat of the moment) where this does not apply. These are known as the “special circumstances” exceptions.
What about when an employer intends to terminate the employment but on the basis of a misunderstanding? The Court of Appeal has held in CF Capital v Willoughby that an employer’s mistake in issuing notice of termination before agreement with the employee had been reached was not a special circumstance. The employer had intended to terminate her contract therefore it could not be unilaterally withdrawn.
If there is any scope for misunderstanding in a dismissal scenario employers are advised to send a note of the proposal and seek agreement from the employee before issuing the notice of termination.
A convenience retailer has opted to install cameras (the “Facewatch” system) at a limited number of its English stores to reduce crime and protect its staff.
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The Government appears set to announce plans on ‘living with Covid to restore freedom’. With the success of the retail and hospitality sector key to recovery, what protections will be on offer to tenants to deal with Covid-19 rent arrears?
Break rights have proved a fertile source of litigation over the last few years. More often than not, tenants have found themselves on the wrong end of the decisions. However, a Court of Appeal decision yesterday has bucked that trend.
One of the requirements for tenants to contract out of the security of tenure regime contained in the Landlord and Tenant Act 1954 is that they make a simple or statutory declaration before entering into the lease.
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