University:
University College London
Course:
LAWS0017 | Employment Law
Academic year:

2024
Views:

168

Pages:

2
Author:

Nam B.

Name : Date: March 28, 2025 1. What is the significance of written contracts compared to verbal agreements. Answer: Written contracts provide clear documentation of the terms agreed upon by both parties, which can be crucial if disputes arise. Although verbal agreements are legally binding, they are harder to prove and enforce. A written contract ensures clarity, reduces misunderstandings, and provides legal evidence of the employment relationship. 2. Requirements for a valid contract and their importance in Discuss the legal requirements employment relationships. Answer : The legal requirements for a valid employment contract are: a. Offer and Acceptance: There must be a clear job offer and unconditional acceptance. This establishes mutual agreement. b. Consideration: Both parties must receive something of value (e.g., wages for work), making the contract legally binding. c. Capacity: Parties must have the legal ability to contract (e.g., not minors or legally incapacitated). d. Legality: The purpose of the contract must be lawful. Illegal contracts (e.g., for criminal activities) are void. e. Serious Intention: Both parties must genuinely intend to create a legal relationship. 3. Analyze extent to which statutory rights affect employment contract. Answer: Statutory rights (granted by law) override any conflicting terms in an employment contract. Examples include minimum wage, working hours, anti-discrimination laws, and termination notice periods. Employers cannot contract out of these rights—even if an employee agrees—making statutory protection a core part of employment law and safeguarding employees from exploitation. 4. Explain how changes to an employment contract can be made legally and what Answer: Changes to an employment contract must be agreed upon by both employer and employee. Legal ways to make changes include: a. Mutual Agreement: Both parties discuss and consent to changes in writing or verbally. b. Consultation and notice: For major changes, employers should consult employees and provide reasonable notice. c. Variation clauses: If the contract includes a valid clause allowing certain changes, the employer may rely on it—within legal limits. 5. happens if employer imposes changes unilaterally Answer: If an employer changes the contract without the employee’s consent, it may constitute a breach of contract or constructive dismissal, especially if the change is significant (e.g., pay cut, demotion). The employee may: a. Accept the change (explicitly or implicitly by continuing work). b. Refuse the change and negotiate. c. Resign and claim unfair or constructive dismissal in court. 6. Employer includes a clause in employment contract stating that employees can be dismissed at any time without notice. Is this clause legally valid? Explain! Answer: No, this clause is not legally valid. Statutory employment law requires that employees be given a minimum notice period before dismissal, based on their length of service. A clause that tries to waive this right is unenforceable because it conflicts with statutory protections, which cannot be overridden by contract.