Contracts of employment

Where an employee successfully appeals against dismissal under a contractual appeal procedure this, in the absence of any contractual provision to the contrary, automatically revives the contract of employment, without the need for the employer to make a specific decision that the employee should be reinstated or even communicate that fact to the employee.

A deduction made on termination in respect of repayment of training costs did not breach minimum wage law.

An employer’s attempt to enforce post-termination restrictions against a former employee failed because of the way it varied his contract to include the restrictions in the first place – it failed to provide what is called ‘consideration’.

An employee had impliedly accepted a variation of her contract by continuing to work, without expressly and specifically objecting to it, for nine years.

An employee who refused to work out his notice period and walked out on his employer because he had been offered a job by a competitor, was still employed and bound by covenants in his contract even though the employer no longer paid him.

Specific contractual terms prevented an employee relying on a prior oral assurance that her salary would increase by annual increments subject to satisfactory performance and as such there was no breach of contract.