Employment | EssayIvy.com

EMPLOYMENT: DUTY OF GOOD FAITH THAT EMPLOYEE OWES TO

EMPLOYER

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Institution

Professor

Course

Date

The duty of fidelity laws that guide the relationship between the employees and

employers have witnessed series of changes and applications. In the United Kingdom, courts

have had to handle the instances when the employers versus employees' cases narrow down to

the concept breaches or application of the duty of fidelity

. Questions often arise on the

applicability of the concept of utmost good faith that the employees have to swear allegiance to

their employers and the limits of this code of conduct. In the Faccenda Chicken v Fowler [1987]

Ch 117, 128 Neill, LJ case, the judgment focused on the three dimensions that these conflicts

should take while making a determination. Accordingly, the judge observed that there should be

the interaction of the three different legal concepts to reach an objective outcome. This includes

employees observing the concept of duty of fidelity, not disclosing information classified as

confidential, especially about employers' affairs during the tenure, and finally, the prima facie

rights where everyone has the right to exploit the skills and relevant knowledge acquired during

employment.

The above observations underscore the ambiguity that surrounds the legal application of

the duty of fidelity concepts that often befall organizations and their employees. In this regard,

the process of evolution and development of responsibility of fidelity concepts in solving the

industrial stalemates between the employees and their employers are critical primarily based on

the observation of implication, and legal parameters touched. At stake include the rights of the

employees to use their skills that they had acquired during the employment session to earn a

living. On the other hand, the employer is protected legally with the fact that the employee must

Gilian Brock Global Poverty, Decent Work, and Remedial Responsibilities. Poverty, agency,

and human right (2014), p.119.

not disclose confidential information about the employers to anyone

. To adequately address the

application and the evolution of duty of fidelity concept, it is therefore essential to observe the

available laws, regulations, and statutes on industrial relation and labor laws as applied in the

United Kingdom. Breaches of this contract often attract series of lawsuits, especially when the

employees are fired or the terms of the agreement expire, leading to possible disclosure of secret

industrial relation laws.

It includes the use of court cases and rulings to underscore the instances when the duty of

fidelity favors the employee and when it favors the employer in real time. The good faith that an

employee owes to an employer has its specified set of limitations, which have to be addressed

based on the situation and applicable laws. The main concern in deciding legal battles is on the

determination of the different frameworks upon which the limitation of the duty of fidelity that

employees owe to companies can be observed

. One of the instances is when an employee

decides to move out prematurely to a direct rival, like the case of Lonmar Global Risks Limited -

v- Barrie West and Others [2010], in which the employer brought lawsuits against the

employees over the breach of the duty of fidelity and contract. According to the judgment, the

three employees swore allegiance to observe the duty of fidelity and the need to fiduciary

obligations, which requires them to keep more caution and safeguard the employers' interest than

their own.

Dawkins, C.E., 2014. The principle of good faith: Toward substantive stakeholder

engagement. Journal of Business Ethics, 121(2), pp.283-295.

Countouris, N., 2016. The changing law of the employment relationship: comparative analyses

in the European context. Routledge.

This was a critical case, which underscored the need to safeguard the interests of the

employer, to the extent that the employees are prevented from disclosing to the direct

competitors about the strategies, financial status, and other related confidential information. The

different cases highlight the importance of clarity of the employment contract and the need to

uphold the rights of both parties involved. Furthermore, there is the need for post-termination

clarity of information that will guard the interests of the company to achieve the ultimate goals

and objectives required of the organizations and their employees. Industrial courts often value

that fact this duty of fidelity concepts should be indicated in contracts for the records upon the

breach of the employment relationship

. The idea of the duty of fidelity, therefore, is vital in

guarding the relationship between the employer and employee regarding information disclosure

and collaboration with other competitors. Appropriate drafting of the contract and

communicating the content to each party has served as a critical perspective in determining the

outcome of the cases in courts relating to possible breach of the employee relations.

There are laws and regulations in the United Kingdom which govern the issues of

industrial crisis involving the breach of the duty of fidelity between the employers and

employees. One of the rules include the fiduciary duties and duty of fidelity, which are practice

notes focusing on outlines that warrant and clarify the concept of good faith and loyalty that

employees have on employers. Furthermore, fiduciary duties are those that are owed by directors

and other employees to the organization. In these concepts, employees under both duty of fidelity

and fiduciary duties are bound to be honest, trustworthy, and not work in competition with each

Brodie, D., 2014. Fair dealing and the world of work. Industrial Law Journal, 43(1), pp.29-51.

other on destructive terms that might harm the progress of the employer's goals and objectives

Furthermore, employees are not expected to disclose or use confidential information that is

classified or engage in activities that demean the progress of the organization such as misuse of

privileges such as accessibility to financial details. Fiduciary duties occur when the directors and

the employers have to come to terms of engagement, including allegiance on the secrets and

revelation of confidential information, which is usually used in courts during the determination

of lawsuits.

The company directors' roles and obligation are therefore well spelled in the fiduciary

duties. Hence their cases are separately determined from a different perspective compared to

those that touch on employees' breach of the duty of fidelity. The judgment often considers the

breaches of duty and the remedies that accompany such activities during the crisis. The courts

critically evaluate whether the employees were under the fiduciary duties or the duty of fidelity

when cases are presented about the breaches of contractual agreements

. This is why the practice

has evolved to distinguish the two concepts and to determine when to apply either of them to

achieve truce during the industrial crisis between employers and employees. A typical

application of the two concepts to determine the outcome of the industrial lawsuit was between

Lonmar Global Risks Limited -v- Barrie West and Others, where Lonmar failed to clarify

whether the employees who crossed over the direct competitor were indeed under fiduciary

duties or duty of fidelity. The judge determined that the employees were not under an obligation

Cornia, G.A. ed., 2014. Falling inequality in Latin America: policy changes and lessons. OUP

Oxford.

Blowfield, M. and Murray, A., 2014. Corporate responsibility. Oxford University Press.

not to disclose any information to the direct rivals since they were not fiduciaries in during the

contractual agreement.

Furthermore, Lonmar sought to charge some employees for hiding the information that

some of their colleagues were secretly being employed by rivals, where the charge dismissed this

perspective as it lacked obligation. Therefore, is it right that an employee who monitors and fails

to report a colleague violating the duty of fidelity could be breaking the contractual agreements?

The Lonmar Global Risks Limited -v- Barrie West and Others case underscores the need for

clarification on the information that employees are entitled to disclose and those that are not

applicable. Industrial laws in the U.K. are very elaborate on the applicability of the concepts of

fiduciaries as opposed to the duty of fidelity when determining the industrial implication on

breaches of contracts

. In another similar case, Tither Barn -v- Hubbard [EAT 1991], about an

employee who informed a colleague about his plans to set up a competitive business with the

employer. There was a promise of a job in future; the judgment was that the employee was not

acting unlawfully

. Therefore, these agreements often have limitations and possible loopholes

that can implicate both the employee and employer, depending on the legal concepts that are

employed by the judges.

The fidelity that employees owe to their employers is critical as it is legally binding

concerning safeguarding the interests of the organization regarding sensitive and confidential

information and observation of competition legalities. This includes restrictions and important

Frazer A., The employee's contractual duty of fidelity. (2015).

Bogg, A., Costello, C., Davies, A.C. and Prassl, J. eds., 2015. The autonomy of labour law.

Bloomsbury Publishing.

terms of employment that often feature during industrial engagements between employees and

employers to achieve the ultimate results

. For instance, confidential information concerns trade

secrets different criteria for distinguishing the cases of confidentiality. Judges often evaluate the

intention of the employee in breaching the duty of fidelity concept and the damages caused to the

employer in determining the outcome of the cases

. For instance, the use of express terms in

determining the outcome of the employment relationship is important for the judgment as it

explores the ways through which the employee has breached the terms of confidential

information. In Poeton Industries Ltd and Another v Michael Ikem Horton CA (Bailii, [2000],

the claimant sought to be compensated after a former employee set up a competing business

using the same information about manufacturing processes while he was still employed.

In this case, the issue is very critical on the use of information upon the expiry of the

contract, on whether it was breaching the confidentiality of the information or not. Furth more, it

also touches on the legal concept where everyone has the right to use the skills gained to earn a

living upon the expiry of the contracts. The ambiguity of such circumstances calls for the clarity

in the determination of such cases and to improve the outcome through objective assessment of

de Gioia-Carabellese, P., 2015. The Employee Shareholder: The Unbearable Lightness of

Being… an Employee in Britain. Maastricht Journal of European and Comparative

Law, 22(1), pp.81-95.

Aust, A., 2013. Modern treaty law and practice. Cambridge University Press.

the terms of employment and duty of fidelity concepts

. This case underlines the third fact on

the initial matter, about the legal concept of prima facie, which includes the use of skills and

knowledge at his disposal to earn a living, which was cited in the case. Prima facie concept was

also a core course of argument in the Thomas v Farr Plc and another CA (Bailii, [2007] EWCA

Civ 118, in which a former chairman of a company sought to appeal the findings in his contract

that restricted him from being employed in a similar field for a year.

This was contested and created the essence of understanding the fundamental application

dilemmas of these cases to fast-track the process of compensation and achievement of goals and

objectives of the duty of fidelity and fiduciary duties. In the United Kingdom, several

ambiguities in the determination and endless appeals on the rulings demonstrate the concept of

fiduciary duties and duty of fidelity have evolved and captured the rights of both the employer

and employees

. For instance, the judgment must objectively establish whether the employee

used the confidential information on trade to earn a living or to betray the terms of the

contractual agreement. Furthermore, the employer's business should be protected from any

essence of abuse and revelation of confidential information such as to the direct opponents or

used for establishment of competition business upon the expiry of the terms of employment. The

Cabrelli, D. and Zahn, R., 2017. Theories of Domination and Labour Law: An Alternative

Conception for Intervention?. International Journal of Comparative Labour Law and

Industrial Relations, 33(3), pp.339-364.

Anderson G.J, Brodie D. and Riley J., The Common Law and the Individual Employment

Relationship: A Three Jurisdictional Perspective. (2017).

ambiguity is meant to be the focus on industrial courts in establishing whether the employer or

the employees are right on the decision to breach the duty of fidelity.

From the ruling on Faccenda Chicken v Fowler [1987] Ch 117, 128 Neill, LJ, it is

evident that there is increased ambiguity in determining the outcome of the cases touching on the

duty of fidelity and fiduciaries based on the clashing in the application of the concepts. The three

legal theories and the existing laws make it challenging to protect the employer's rights, while

also applying the concept of prima facie in utilizing the skills, knowledge, and abilities gained

the contractual agreement

. There should be indeed the protection of the employer's interests,

and the continued fidelity and faithfulness, trustworthiness demonstrated by the employees. One

of the critical and ambiguous cases include the use of confidential information, opening of

competing for business upon the expiry or termination of the contracts, or when employees

resign and get employed by direct competitors. In all these scenarios, the interests of both parties

are jeopardized and that the employees defend their actions from the essences nominated for the

contract. The employers should communicate the deal with clarity and put it in writing to ensure

that the employees can understand the terms and implication of duty of fidelity and fiduciary

duties of industrial engagement.

Question 2: Legal Matters Arising From the Scenarios

Maryam Dismissal

CafÃ© Delight Limited first case scenario features the situation with the chief chef,

Maryam, whose unbecoming behavior resulted in the loss of several amounts of money. She is

Dincer, Z., 2016. Reform in Duties of Directors in Turkish Public Companies: Legislative

Experiences From UK Companies. Hacettepe Hukuk Fak. Derg., 6, p.49.

rude, shouts at employees, and has caused public embarrassment to the company itself, including

the loss of clients. When she decides to walk home over being fed up with her duties, she gets a

phone call from the manager, Diane, who informs her that she is fired and that the company can

no longer put up with her in the workforce. In essence, several legal obligations may arise if

Maryam decides to follow the situation with the industrial courts over unlawful dismissal. She

may need reinstatement or compensation since the firing was not contractual and only done over

the phone. Therefore, the legal implication may include un-procedural or illegal termination of

employment contract or dismissal

. CafÃ© Delight Limited should consequently prepare with

evidence of the warnings, letters, and a copy of the contract on performance that would warrant

their successful navigation of the case if the employee chooses to seek a legal interpretation.

Background of the Likely Legal Implications

Maryam is contracted as the Chief Chef, but her abrasive and aggressive attitude puts her

at loggerheads with employees in her section. She is mindless of their actions, and no amount of

warning has enabled her to change. Therefore, the company should produce the evidence of the

signals, such as letters, communication evidence, and any other witness in readiness to counter

Maryam's assertions. In this context, there is the likelihood of performance-related dismissal,

which is legally accepted but should be procedural. In this case, Maryam is dismissed through a

phone call by her manager, while there is no procedure assessed in determining whether she is

indeed culpable for the actions committed. In most instances, dismissing an employee based on

poor performance is dependent on exclusive, clear, and reasonable communication between the

Poole, Jill, 2016. Textbook on contract law. (Oxford University Press 2016).

two parties

. Essentially, patience is a value expected of any manager in dismissing an employ

based on poor performance, since it should be conducted fairly and based on timeliness. There

must never be any essence of unfair treatment, such as verbal or physical abuse, termination of

contracts through phone calls, and other related miscommunications.

The company versus Maryam should focus on assessing the warning letter during the

probationary period in which the employee was given an ultimatum to change her tactics and

performance-related challenges. In this context, the legal implication can focus on whether the

two parties engaged in formal communication through a warning letter, which should be

presented as a defense for the company. Furthermore, there should be a letter that provides the

reasons as to why the employee is dismissed and the line manager briefing on the employee's in-

capabilities

. In case of any lawsuit by the employee or the company, it should focus on

practical communication such as warning and the procedural activities that moved towards

dismissing the employee in the long run. On the other hand, CafÃ© Delight Limited can as well

take legal action on Maryam's behavior for abandoning her roles and also for causing financial

damages and brand challenges to the company. This will be pegged on the duty of fidelity, which

she has gone against and ignored the concepts and ideas to the extent that she walks out very

irresponsibly.

The employer has to look into whether the employee conduct issues before they are

dismissed. This should follow procedural communication of the decision to terminate the

Scarpetta, S., 2014. Employment protection. IZA World of Labor.

Painter, R. and Holmes, A., 2015. Cases and materials on Employment Law. Oxford

University Press, USA.

contracts of the employees to the extent that it is transparent. The ambiguity, in this case, is

whether rudeness and the abrasive tendency is indeed considered as poor performance or

abandoning of duties b an employee. In this regard, the company should have identified and deal

separately with attitude issues as well as the weak performance complaints

. Maryam was

indeed focused on a positive outcome in her department, where she pushed the employees to

work harder to achieve good quality products and to ensure that they give the clients the best

they could offer. However, it is evident that she is short tempered and is not willing to hold

further on the issues related to incompetent of the employees in the kitchen. Therefore, this

performance is based on conduct, rather than the performance of the employee, and should be a

separate case scenario.

Above all, the employer, in this case, should set the performance targets, and specific

codes of conduct that should be followed to achieve the ultimate result that would warrant the

employee to be considered incompetent in case of violation. These performance and behavioral

targets should be measurable and achievable so that the damages caused can be quantified in a

court of law

. Furthermore, performance and conduct review documents should be filed to

ensure that employees know about the chronological development of the investigations into their

conducts and performance and that they are on the brink of having their contracts terminated. In

this case, there should be questions about performance and conduct assessment and the

communication on the same, which will either favor the employer or the employee in the long

O'Sullivan, J. and Hilliard, J., 2016. The law of contract. Oxford University Press.

Selwyn, N.M. and Emir, A., 2014. Selwyn's law of employment. Oxford University Press, USA.

run

. Tribunals have to understand whether the dismissal based on conduct or performance was

reasonably done based on the pieces of evidence provided in the court of law by the employer or

employee. According to the Employment Rights Act of 1996, there are ideally five reasons that

can result in conduct and performance-based dismissals.

The Tribunal has to decide on whether the employer acted accordingly in dismissing the

employee, based on the attached reasons and adherence to the law. There has to be formal

investigation and assessment of the facts, which later informs on the rights to dismiss an

employee. If the reason for dismissal of the employee is tagged on conduct, then the Tribunal has

to establish whether the reasons suit the "Burchell" test as was the case of British Home Store

Limited v Burchell [1980]). This test focuses on whether at the time of dismissal, the employer

had genuine belief that the employee is guilty, had reasons to back the belief, and has conducted

the investigation to support the belief and reasoning

. Furthermore, the Tribunal judge will have

to take into account the "band of reasonable responses" as core test of reasoning for dismissal.

CafÃ© Delight Limited should, therefore, prepare for a legal tug-of-war with the dismissed

employee since most of these obligations are unfulfilled, and the sacking was based on a phone

call and not shreds of evidence attached.

Freedland, M., Bogg, A., Cabrelli, D., Collins, H., Countouris, N., Davies, A.C.L., Deakin, S.

and Prassl, J. eds., 2016. The contract of employment. Oxford University Press.

Hughes, Will, Ronan Champion, and John Murdoch. Construction contracts: law and

management. Routledge, 2015.

In Sekander v Rocketmill Ltd (ET/2301645/2016), the Employment Tribunal alluded to section

98 of Employment Rights Act 1996, which gives the procedures on the reasons and methods for

dismissing an employee based on misconduct. Accordingly, the judge held that Sekander was

unfairly dismissed in spite of his employer maintaining that he had instances of gross

misconduct. This is the same case that could occur at CafÃ© Delight Limited versus Maryam in

case of a lawsuit. The company should, therefore, efficiently prepare to produce the evidence and

convince the judges of the same. In the above example, the judge may observe that the employer

had other ways of improving the conduct and performance of the complainant. On the other

hand, the general loss of revenue should be investigated, and sometimes may not fall on

Maryam's behaviors alone

. Furthermore, an independent audit and investigatory team should be

put in place to give an objective assessment of the impacts of the employees' complaint. These

issues may determine the outcome of the case and could see either of the parties compensated for

the losses and damages.

Bikram Case Versus CafÃ© Delight

Bikam is indeed engaged several activities that make it unproductive and not resourceful

to the activities of designing menus for the CafÃ© Delight, which calls for the need to terminate

the contract. It is evident that the company has lost faith in Bikram's productivity and has thus

resorted to working on ideal ways that would warrant it looks for another supplier to avoid

Clark Gordon .L., and Monk, Ashby H., The geography of investment management contracts:

the UK, Europe, and the global financial services industry. (Environment and Planning A

2014)., 46(3), pp.531-549.

compromise of the products

. Contractual terminations based on incompetence are allowed

under specific procedures, and this includes the fact that Bikam can no longer be trusted to

deliver the product in right time and at the convenience of CafÃ© Delight. Therefore, the

contract is no longer beneficial or practical for one of the parties, hence deserves to be

terminated

. Furthermore, Bikam can no longer fulfill the requirements of the terms of

employment regarding timeliness and convenience. Therefore, one of the steps for the company

to take is to write a letter of complaint to Bikam about the impending decision and then seeking

an agreement to terminate the engagements.

The company is therefore at will as it continues to suffer from Bikam's abuse of contract,

in which it cannot deliver the menus on time. Most of the time, the company should focus on

Unfair Contract Terms Act 1977, which would protect it from the losses it incurs from the

incompetence of Bikam. The company can further terminate the contract based on the fact the

Bikam has breached the terms and conditions of agreement such as timely delivery and

convenience. It is evident that Bikam has an engagement in renunciation and anticipatory breach

Sporton, Deborah.,. ‘They control my life’: the role of local recruitment agencies in East

European migration to the UK. Population, Space and Place 2013, 19(5), pp.443-458.

Bassanini A. and Garnero, A., Dismissal protection and worker flows in OECD countries:

Evidence from cross-country/cross-industry data. (Labour Economics 2013), 21, pp.25-

41.

by knowingly choosing to abuse the terms of the contract

. On the other hand, the company can

argue that Bikam has made it impossible for the realization of the terms of the contract through

action and negligence, which leaves it with no other alternative but to terminate the contract.

Based on these and other legally binding reasons on contract termination conditions and

applicable laws, it is possible for the company to end the terms of engagement with Bikam and

still win any legal battle, especially when adequate communication and investigation procedures

are followed.

Tamayo Shoplifting Case

to 6 months in prison. The challenge is that she never disclosed to the company that she had a

suspended prison sense for three months before being hired, which abuses the duty of fidelity

concept and employment terms

. The company should conduct an active investigation on the

shoplifting matter, including access to charge sheet on the instances when she was sentenced.

Through this, it will be able to argue that the employee had not disclosed the charges to the

Banker R.D., Byzalov D. and Chen L.T., Employment protection legislation, adjustment costs

and cross-country differences in cost behavior. (Journal of Accounting and Economics

2013)., 55(1), pp.111-127.

Van Den Hurk M., and Verhoest K., The challenge of using standard contracts in public–

private partnerships. (Public Management Review 2016), 18(2), pp.278-299.

members, which is ideally not important in the long run

. To achieve the situation, the company

can initiate the process of termination of the contract, based on severe abuse of duty of fidelity

and general lack of faith in the personality and performance of the employee. This should follow

the collection of pieces of evidence and investigation procedures to achieve the ultimate results

that would warrant a decision to terminate the apprentice contract and appoint Tamayo's

replacement.

Effectively, it would help in the realization of the possible legal requirement that they

have to align with to achieve this long-term goal and objective. In the UK, contracts are based on

mutual trust and the ability of the employee's performance and personality to be entrusted by the

company's deliverables. Therefore, in this case, the company has the right to explore the legal

implication of terminating Tamayo's contract and since she cannot be trusted again, especially

after failing to disclose her previous records. In this regard, and to avoid the cases of unfair

dismissal, the company should first discuss with the employee on an agreement to terminate the

terms of engagement. If she refuses to comply, then the company is under obligation to notify

her of the process of dismissing her through the legal ground that she has lost the duty of fidelity

concept. Furthermore, it would be difficult to trust her character, especially with the shoplifting

case, which is a severe industrial offense. In this situation, the company should explore the

options and laws that indicate the Tamayo is no longer trustworthy and cannot be entrusted with

the resources of the company nor her characters.

Heyes, Jason, and Paul Lewis. "Employment protection under fire: Labour market deregulation

and employment in the European Union." Economic and Industrial Democracy 35, no. 4

(2014): 587-607.

References

Anderson G.J, Brodie D. and Riley J., The Common Law and the Individual Employment

Relationship: A Three Jurisdictional Perspective. (2017).

Aust, A., 2013. Modern treaty law and practice. Cambridge University Press.

Banker R.D., Byzalov D. and Chen L.T., Employment protection legislation, adjustment costs

and cross-country differences in cost behavior. (Journal of Accounting and Economics

2013)., 55(1), pp.111-127.

Bassanini A. and Garnero, A., Dismissal protection and worker flows in OECD countries:

Evidence from cross-country/cross-industry data. (Labour Economics 2013), 21, pp.25-

41.

Blowfield, M. and Murray, A., 2014. Corporate responsibility. Oxford University Press.

Bogg, A., Costello, C., Davies, A.C. and Prassl, J. eds., 2015. The autonomy of labour law.

Bloomsbury Publishing.

Brock, G., 2014. Global Poverty, Decent Work, and Remedial Responsibilities. Poverty, agency,

and human rights, p.119.

Brodie, D., 2014. Fair dealing and the world of work. Industrial Law Journal, 43(1), pp.29-51.

Cabrelli, D. and Zahn, R., 2017. Theories of Domination and Labour Law: An Alternative

Conception for Intervention?. International Journal of Comparative Labour Law and

Industrial Relations, 33(3), pp.339-364.

Clark G.L. and Monk A.H., The geography of investment management contracts: the UK,

Europe, and the global financial services industry. (Environment and Planning A

2014), 46(3), pp.531-549.

Commented [U1]: Follow the link and correct

BIbiography page accordingly

https://www.law.ox.ac.uk/sites/files/oxlaw/oscola_4th_

edn_hart_2012.pdf

page 11 Bibliographies

Cornia, G.A. ed., 2014. Falling inequality in Latin America: policy changes and lessons. OUP

Oxford.

Countouris, N., 2016. The changing law of the employment relationship: comparative analyses

in the European context. Routledge.

Dawkins, C.E., 2014. The principle of good faith: Toward substantive stakeholder

engagement. Journal of Business Ethics, 121(2), pp.283-295.

de Gioia-Carabellese, P., 2015. The Employee Shareholder: The Unbearable Lightness of

Being… an Employee in Britain. Maastricht Journal of European and Comparative

Law, 22(1), pp.81-95.

Dincer, Z., 2016. Reform in Duties of Directors in Turkish Public Companies: Legislative

Experiences From UK Companies. Hacettepe Hukuk Fak. Derg., 6, p.49.

Frazer A., The employee's contractual duty of fidelity. (2015)

Freedland, M., Bogg, A., Cabrelli, D., Collins, H., Countouris, N., Davies, A.C.L., Deakin, S.

and Prassl, J. eds., 2016. The contract of employment. Oxford University Press.

Heyes J., and Lewis P.,. "Employment protection under fire: Labour market deregulation and

employment in the European Union." Economic and Industrial Democracy 35, no. 4

(2014): 587-607.

Hughes W., Champion R., and Murdoch, J., Construction contracts: law and management.

(Routledge 2015).

O'Sullivan, J. and Hilliard, J., 2016. The law of contract. Oxford University Press.

Painter, R. and Holmes, A., 2015. Cases and materials on Employment Law. Oxford University

Press, USA.

Poole, J., Textbook on contract law. (Oxford University Press 2016).

Scarpetta, S., 2014. Employment protection. IZA World of Labor.

Selwyn, N.M. and Emir, A., 2014. Selwyn's law of employment. Oxford University Press, USA.

Sporton D., ‘They control my life’: the role of local recruitment agencies in East European

migration to the UK. (Population, Space and Place, 2013) 19(5), pp.443-458.

Van Den Hurk M., and Verhoest K., The challenge of using standard contracts in public–private

partnerships. (Public Management Review 2016), 18(2), pp.278-299.

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