MON CONTRAT EST-IL JURIDIQUEMENT CONTRAIGNANT ?
Once you have accepted the offer and the conditions to which the offer was subject to have been satisfied, a legally binding agreement va exist. For an agreement to be legally binding, the conditions for forming a contract would have to be met, namely there must be an offer, acceptance, intention to create legal relations and consideration. You may have signed a contract to show your acceptance of the terms but contracts can also come into existence by communicating acceptance verbally or electronically so it is important to remember that you don’t need to sign for a contract to exist.
JE NE VEUX PLUS ADHÉRER. QUE DOIS-JE FAIRE ?
Whether it’s because you have been offered a better job by another company or you’ve just changed your mind, you must remember that you have entered into a contract with your prospective employer. You will need to terminate the contract by en service the period of notice which is stipulated in your contract of employment. It is important to look at the notice clause in your contract of employment and then give your prospective employer notice in accordance with your contract.
Practically, it is good for you to give notice to your prospective employer as soon as possible so that they can make alternative arrangements. The employer will have invested time and resources by interviewing you and making you offer so it is good practice (and polite) to contact them to explain the situation. You never know when your paths will cross again.
MON EMPLOYEUR PEUT-IL FAIRE QUELQUE CHOSE SI JE RÉSILIE LE CONTRAT ?
If you don’t serve the notice required under your contract of employment, you will be in breach of contract. Your prospective employer will potentially be able to bring a claim against you for breach of contract. However, the prospective employer will be required to prove what loss (if any) has occurred. In most situations, the prospective employer is unlikely to have any loss because you won’t have started work yet. If they have used a recruitment agent, the terms with the agent are likely to stipulate that the recruitment fee is payable only when you have commenced employment or after you have been with the employer for a certain period of time.
DOIS-JE PAYER QUELQUE CHOSE ?
It is rare for employers to claim against employees who decide not to join after signing. It is, from their perspective, usually not worth the time and expense of bringing legal proceedings. However, a decision by your prospective employer about whether to bring a claim very much depends on whether there has been any quantifiable loss and the extent of this loss. For example, the prospective employer may incur cost in finding a replacement for you or may have purchased new equipment or machinery pending your arrival. There could be a claim for direct or consequential loss.
LES CLAUSES DE NON-PRÉSENTATION SONT-ELLES LÉGALES ?
A no-show clause in a contract of employment is one which states that you have to pay a certain amount of money in the event that you do not start work with your prospective employer. This is sometimes seen in the contracts of very senior employees who are being recruited to fill a very specific role or for a particular business-critical project. It is possible that the no-show clause is a penalty clause and will therefore be unenforceable. There is also an argument that a no-show clause is a restraint of trade.
Toutefois, il existe une jurisprudence qui suggère que, dans certaines circonstances, une clause de non-présentation peut être appliquée par votre employeur potentiel et constitue une clause de dommages-intérêts liquidés. Le tribunal examinera les circonstances pour déterminer si la clause est applicable. Par exemple, si les parties ont été conseillées juridiquement avant de conclure le contrat ou si un document a été préparé indiquant les pertes potentielles qui pourraient survenir si vous ne vous présentez pas.
If you are an employer or employee and would like further advice about withdrawing from a contract of employment, please contact our employment team à employmentteam@rfblegal.co.uk.
(A noter : Cet article a été publié à l'origine sur notre ancien site web et n'est fourni qu'à titre d'information générale. Bien qu'il reflète la situation juridique au moment de sa rédaction, la loi peut avoir changé depuis sa publication. Pour obtenir des conseils actualisés et adaptés à votre situation, veuillez contacter notre équipe).
