Implied terms: still the employer’s trump card, or just a busted flush?
In addition to the express written terms in a contract of employment, implied terms have long been a very useful tool for employers. The employee’s obligation to further the employer’s interests is well known.
However, alongside the development of mutual trust and confidence as a protection primarily for employees, there are a number of other areas where the employer’s room for manoeuvre has reduced. So to what extent can employers rely on implied terms for protection nowadays?
This interactive workshop will give an overview of the operation of implied terms, identifying where they can be effective for employers and where they are not. We will also look at particular areas such as:
- How can implied terms help protect the employer’s business?
- Does an employee have to declare their own wrong-doing, or that of another employee?
- How do implied terms limit the ability of the employer to exercise a discretionary power?
- What exactly is meant by the implied term of trust and confidence, and when might you be at risk of a claim for constructive dismissal?
The session will also cover those areas where the operation of implied terms may impose greater obligations on employers than many appreciate.
Date & Time:
Wednesday 17 October
8.30am - breakfast and registration
8.45am - seminar begins
10.30am - seminar ends
DMH Stallard LLP
6 New Street Square
New Fetter Lane
Click here for directions
To register your interest in attending this workshop, please email Marketing@dmhstallard.com
DMH Stallard's workshops are free to attend but places are limited. Please note due to the popularity of these events a place is only guaranteed once confirmed by email 14 days prior to the event. For further information please contact Amber.James@dmhstallard.com