Spring Law Spring Law Spring Law Spring Law
  • Home
  • About
    • Our Approach
    • Our People
    • Our Case List
  • Services
    • Dispute Avoidance
    • General Counsel Advisory Services
    • Risk & Litigation Ready Audit
    • Merger & Acquisition Risk Profiling
    • Rep Control
    • Dispute Resolution
    • Business Disputes
    • Personal Disputes
    • Investigations
    • Intelligence
    • Spring Law | Chichester
  • Insights
  • SRA
    • Pricing Policy
    • Complaints Handling Procedure
  • Contact
Spring Law Spring Law
  • Home
  • About
    • Our Approach
    • Our People
    • Our Case List
  • Services
    • Dispute Avoidance
    • General Counsel Advisory Services
    • Risk & Litigation Ready Audit
    • Merger & Acquisition Risk Profiling
    • Rep Control
    • Dispute Resolution
    • Business Disputes
    • Personal Disputes
    • Investigations
    • Intelligence
    • Spring Law | Chichester
  • Insights
  • SRA
    • Pricing Policy
    • Complaints Handling Procedure
  • Contact
Nov 28
Employee walking down corridor

Don’t soft-soap a dismissal!

  • 28 November 2017

An employee who was told that he was being dismissed resigned and brought a breach of contract claim. The employer had misled the employee as to the real reason for his dismissal when it told him he was being dismissed due to a reorganisation of legal services rather than because of his capabilities.

The reason that the employer did this was because it wanted to soften the blow of dismissal and because it wanted the employee to work his notice period and participate in a handover of his work.

The Court found that by deciding to give the employee a reason for the termination of his employment, the employer had assumed an obligation not to mislead. The employer breached that obligation.

The Court held the employer’s conduct had breached the implied term of mutual trust and confidence, and the claim did not relate to the manner of dismissal, which had been argued by the employer, as the employer’s actions were intended to keep the employment relationship alive.

Accordingly, the employer breached implied term of trust and confidence when it gave a false reason for employee’s dismissal (Rawlinson v Brightside Group Ltd UKEAT/0142/17.)

  • Facebook
  • Twitter
  • Reddit
  • Pinterest
  • LinkedIn
  • E-Mail

Comments are closed.

Recent Posts

  • Reforms Under the Employment Rights Bill 2024   3 June 2025
  • Spring Law in the UK Supreme Court 12 May 2025
  • A New Approach to Costs in the Business and Property Courts 12 May 2025
  • Employers beware of discrimination! Tribunal awards £1.1m in damages to employee for disability discrimination 16 November 2023
  • Push payment fraud and the ‘Quincecare’ duty: court rules in favour of customers 6 May 2022
LinkedIn icon
Cyber Essentials certification mark
The Lawyer Network member logo

London | Chichester | Gibraltar

Pricing Complaints Legal Privacy Cookies

©2025 Spring Law | Registered Company No. 5512395 | Website by Maroon Balloon & StudioMoo

We use cookies to improve your experience on our website. For information on cookies and how we use them, please see our Cookie Policy