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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In Southern v Britannia Hotels Ltd, an employment tribunal granted a significant award of £19,500 to a zero-hours worker who was subjected to harassment by her line manager.
In Williams and Leeds United Football Club the High Court considered whether the claimant was entitled to be paid 12 months’ notice pay, despite having been found by his employer to have sent pornographic images to three individuals five years earlier.