Misrepresentation allows rescission. Again, this can avoid dismissal by the employer. Back to top of wrongful dismissal page , Back to labour law page , Back to legal home page , Back to home page Problems of contract as an employment protection device. Notice can be given for any reason by an employer. Similarly non-renewal of a fixed term.
Contractual remedies are very limited, even if the employer is in clear breach.
It looks entirely to form and not to substance. Back to top of wrongful dismissal page , Back to labour law page , Back to legal home page , Back to home page Legislative solutions. The first leglsiative solution, the Contracts of Employment Act 1963, provided for minimum notice periods, depending on length of service. See now ERA 1996, s. 86. This provided some some reward for loyalty, and also of course, increased the damages for wrongful dismissal where inadequate notice was given.