A breach of contract will occur when a party to a legally binding agreement doesn’t fulfil their obligations that are stipulated in a contract. This could be triggered by a fairly innocuous mistake such as a missed payment, or a more severe violation, like not delivering promised goods or services. Breaches can happen with written, verbal or implied terms, and, if a breach is proven court, may result in civil consequences. Key aspects of a breach of contract are breaking an agreement—this means violating any term of a contract, be it written, verbal, or implied. A breach of contract is a civil matter, not a criminal one, and the party claiming a breach must provide proof of said breach. There are material and immaterial breaches. A serious violation that excuses the non-breaching party from their own obligations will constitute a material breach, and an immaterial breach arises when there’s a failure to comply with a term, like a delay in payment.
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What is a breach of contract?
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An employment contract is a legally binding document that explains all the details surrounding someone's employment.
Yes, there are three main types of employment contracts. These are permanent employment contracts, fixed-term contracts, and casual employment contracts.
A contract of employment outlines job conditions, work duties, and, employment rights. It's important you include all of these within your contracts.
Peninsula can provide you with expert advice on your contracts, meaning you include everything you need to and avoid breaking employment law.
Yes, if you change the terms of an employment contract without the consent of the employee claims can be raised against you. This can lead to further financial damages being awarded.
From small tasks to entire projects – employers have numerous reasons for hiring services from contractors and suppliers. To protect yourself from unexpected risks, you may decide to enter legal agreements through ‘tendering’. In the construction industry, tendering is the process of requesting and receiving a price for a particular form of labour or service.
In this guide, we’ll look at what contract farming is, who’s involved in them, and what your agreements require when conducting business with third parties.
Top tips on employment contracts for hairdressing and beauty employers, or contact us for further HR, Health & Safety and Employment law advice.
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When you hire someone, you should outline the responsibilities of their role in an employment contract. This includes the terms of your employment relationship, such as daily duties, working conditions, pay and benefits. If either party fails to meet these terms, you risk a breach of an employment contract.
A breach of employment contract can have a negative impact on your business. If you're at fault, you risk your employee making a breach of contract claim to an employment tribunal. Consequently, your company might face lengthy legal proceedings and even business closure.
In this guide, we'll discuss a breach of employment contracts, how both employers and employees can cause them, and the consequences.
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A contract of employment is a legal agreement between an employer and an employee. They outline the contractual terms within a working relationship. These include:
It's perfectly common for either party to negotiate the terms before they sign. After this, the written contract becomes a legally-binding agreement.
Why do employers use contracts of employment?
The Employment Rights Act states that a business should provide a written statement of employment particulars to new hires. This must be done by the first day of their employment.
Employment contracts ensure both parties know their expectations regarding the . Moreover, contracts offer transparency and compliance with employment law. This can be particularly helpful if disputes arise at work.
What is a breach of employment contract?
A breach of employment contract occurs when either party breaks the contract terms of the agreement. For example, an employer - or an employee not working their proper notice period.
A serious, or fundamental breach, could see a business making an alleged breach of contract claim to a county court. If the employer breaches an employee's contract, the employee might make a claim to an employment tribunal.
Let's explore some ways in which an employer fails to meet the terms of an employment contract.
Breach of employment contract by an employer
There are several instances where an employer could break the terms of an employment contract. It's important that you're aware of them all so you know what to avoid if a breach occurs down the line.
Common examples of an employer breach of contract include:
Wrongfully dismissing an employee
An employer's breach of contract might be the result of . Wrongful dismissal occurs when a business dismisses a staff member in a way that breaches their employment contract.
For example, a company dismisses an employee on a without letting them work their statutory notice period, without notice pay, or .
As an employer, you are entitled to perform on employees, if their behaviour constitutes . But you must ensure your disciplinary procedure complies with employment law. Otherwise, your employees might claim wrongful dismissal.
Constructively dismissing an employee
An employee might claim if they believe their employer has seriously breached their employment contract. For example, a staff member experiences in the workplace and flags the issue to their line manager. This could lead to the employee .
Despite being aware of the problem, the manager and employer fail to act on the issue. Consequently, this would breach the employer's implied duty of care and mutual trust - which breaches the employment contract.
Failure to pay wages, contractual entitlements, or National Minimum Wage
Another instance in which an employer could breach an employment contract is if they fail to pay wages. This could be an employee's salary entitlement, or include other contributions, such as or .
If this occurs, the employee can make a breach of contract claim. Depending on the case, the employee may also be able to make an unlawful deduction of wages claim.
You should aim to handle minor breaches - such as a small error in pay - internally. It's best to try and approach the issue informally before involving tribunals and civil courts.
Breach of employment contract by an employee
It’s important to act fast during an employee breach of contract. This will help minimise any damage to your business the breach may have caused.
Common examples of employees breaching an employment contract include:
Breach of express terms
Express terms are specific conditions both you and your employee agree to within a contract. This could be in relation to their working hours or working conditions. If an employee breaks the express terms of their contract, this would count as a contract breach.
Examples of these types of breaches include:
Failure to carry out duties that their contract enforces. For instance, refusing to complete tasks that their job requires.
Failure to give proper notice periods when resigning. For instance, only working a one week notice period when their length of service equates to over two years.
Failure to meet the employer's . You may outline this in the employee handbook. For instance, dressing inappropriately or using foul language in the workplace.
Breach of implied terms
Whilst aren't necessarily laid out in an employment contract, they are implied into a contract by law. For example, a business will expect an employee not to . If the employee does so, they would breach the implied terms of their employment contract.
Other examples of breaching implied terms include:
Gross misconduct of any kind. For instance, bullying or victimising another co-worker.
Behaving in a dishonest manner. For instance, falsifying sales or other financial data.
Failure to exercise reasonable care and skill when performing their duties. For instance, sharing a customer's personal data with others and causing a .
Consequences of breaching an employment contract
As mentioned, it's best to handle minor breaches internally. This could be through mediation or . However, if the instance is more serious, there could be severe consequences.
These are:
Employment tribunal claim
If you breach an employee's contract, they could make a breach of contract claim to an employment tribunal. An employment tribunal is a public body that deals with work-related disputes. These can be lengthy and costly processes, so it's best to do everything you can to avoid them.
If you are ever called to one because of a breach, you could see if the employee is willing to sign a instead. Whilst you'll still have to pay compensation, you could also seek to benefit.
For example, in exchange for compensation, you might ask the employee not to speak about their time of employment with you to others. This might help minimise damage to your reputation. But mostly, businesses use settlement agreements to prevent an employee raising a claim against them down the line.
Claim for financial losses
If your employee breaches their contract, you can take legal action in a civil court. If successful, this could result in your employee paying you for damages that occur as a result of the breach. The same still applies if the roles were reversed, but the claim would likely be settled at a tribunal instead.
Whilst the compensation is capped at £25,000 at a tribunal, there is no limit when making claims to civil courts.
Reputational damage
If either you or your staff breach an employment contract, it could result in damage to your business's reputation.
For example, your employee breaches their contract by refusing to follow your code of conduct. Instead of acting professional, they use crass language in front of clients and dress inappropriately.
Whilst this breach is no fault of your own, it still creates a poor portrayal of your business. Ultimately, this could have a negative impact on your customer and client relationships.
In contrast, if you breach an employee's contract by failing to care for them, they might share their experience with others. If they share it with individuals in your industry it could result in a smaller applicant pool when recruiting. This may mean you miss out on the best talent.
What is the maximum compensation awarded to an employee if you breach their contract?
The maximum compensation an employment tribunal can provide is capped at £25,000. The tribunal will request the employer make a payment - if the employee can prove they lost out financially due to the contract breach.
The employer must then pay the employee what they would have paid if they didn't breach the contract.
Can you sue an employee for breach of contract?
Yes, if the employee breaches the terms of their employment contract, you can sue them for financial loss arising from the breach. The employer would usually pursue this in a county court. But, if a staff member makes a claim to an employment tribunal, the employer can respond with their claim via this instead.
Can you withhold wages if an employee breaches a contract?
Yes, but only if the employer has expressed this in their employment contract. For example, the contract may state that in cases of an actual breach from an employee, the employer will withhold payment of wages.
FAQs: What is a breach of contract?
What constitutes a breach of contract by an employee?
An employee will breach a contract if they fail to meet one or more of the agreed terms. These could be written, verbal or implied, and common examples include failing to perform required duties, not working the proper notice when resigning, or violating non-compete clauses or other restrictive covenants.
Is a breach of contract a criminal offence?
A breach of contract isn’t a criminal offence and is a civil matter. However, criminal actions (theft or breach) leading to the breach could have criminal implications.
Can I sue an employee for a breach of contract?
If you can prove their actions caused a direct financial loss to your business, you can sue an employee for damages in a civil court.
What kind of financial losses can I claim as an employer?
As an employer, you can claim for actual, quantifiable losses resulting from a breach. For example, if an employee leaves without notice, you claim for the cost of hiring temporary staff or lost revenue.
How should I handle an alleged breach of contract?
Ideally, you should strive to settle the issue informally, as this saves time and costs. If that isn’t possible, refer to your company’s formal disciplinary procedures. Legal action should be used as a last resort after exhausting all other options. It’s advisable to document all interactions.
Get expert advice on breach of employment contracts from Peninsula
You should ensure your contracts with staff set out legally enforceable terms. This includes maintaining legal compliance and ensuring your employees are clear on what you expect from them.
If you fail to do so, you or your employees may breach your employment contracts. Consequently, you could put your business at serious risk.
You could handle a minor breach internally and with minimal damage. But a serious breach might mean you end up facing contract claims, paying hefty compensation, and suffering from reputational damage.
Peninsula offers expert advice on breach of employment contracts. Our teams provide 24/7 HR advice on workplace disciplinary matters - which is available 365 days a year. We take care of everything when you work with our HR experts. We even have a for you to download now. We also have a available.
Want to find out more? Contact us on 0800 028 2420 and book a free consultation with an HR consultant today.
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