Repudiatory breach and dismissal: the bottom line
With the surge in social media use over the last few years, there has been an increase in the number of employment cases involving potentially offensive postings on social media sites by employees.
While there is still a degree of ambiguity surrounding private social media accounts used outside of work, where an employee’s posts harm their employer, broadly speaking, the Employment Tribunal and courts will balance the employee’s right to free expression against any damage caused to the employer (which could, for example, include reputational damage and losses associated with confidentiality breaches).
In the recent high-profile case of Mason v Huddersfield Giants (the club), the High Court considered whether a rugby club could justify summarily dismissing a player on the basis that his social media activity amounted to gross misconduct which, in turn, constituted a repudiatory breach of his employment contract…
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This decision represents a welcome return to the ‘pay for what you use’ principle and strikes a fairer balance between different creditor and expense groups.
Winckworth Sherwood has provided a summary of the Trusts (Capital and Income) Act 2013.