{"id":1575,"date":"2022-01-11T00:09:03","date_gmt":"2022-01-11T00:09:03","guid":{"rendered":"https:\/\/uk.legalvision.com.au\/?p=1575"},"modified":"2022-11-21T22:10:23","modified_gmt":"2022-11-21T22:10:23","slug":"frustrated-employment-contract","status":"publish","type":"post","link":"https:\/\/legalvision.co.uk\/employment\/frustrated-employment-contract\/","title":{"rendered":"What is a Frustrated Employment Contract in the UK?"},"content":{"rendered":"\n<p><span style=\"font-weight: 400\">An employment contract is key to the employment relationship between you and your employees. It contains the job responsibilities of your employee and the rights and obligations for both of you. However, when the relationship between you and your employee needs to end, you or your employee may terminate the employment contract. This may occur because either you or your employee cannot maintain your responsibilities under your contract due to an unforeseen event. This is known as the frustration of an employment contract. However, there are strict conditions and circumstances.<\/span> <span style=\"font-weight: 400\">This article will explain what is meant by the frustration of an employment contract, what events might constitute frustrating events, and the problems associated with a frustrated employment contract.&nbsp;<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><b>What is a Frustrated Employment Contract?<\/b><\/h2>\n\n\n\n<p><span style=\"font-weight: 400\">The frustration of an <a href=\"https:\/\/legalvision.co.uk\/employment\/importance-employment-contracts\/\">employment contract<\/a> is one way of ending the employment contract. It can happen where an event suddenly occurs, preventing you or your employee, or both of you, from maintaining your essential responsibilities detailed in the employment contract. This is because the event means that continuing with the employment contract would be either:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400\">impossible;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">illegal; or<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">make the contract very different from how <\/span>the parties <span style=\"font-weight: 400\">originally intended.<\/span><\/li>\n<\/ul>\n\n\n\n<p><span style=\"font-weight: 400\">In this situation, both you and your employee no longer need to carry out your responsibilities under the employment contract. Therefore, neither of you are at fault for not continuing with them.<\/span><\/p>\n\n\n\n<div class=\"box box--icon box--info\">\n<p><span style=\"font-weight: 400\">An employment contract may end through frustration. This means the rights and responsibilities no longer need to be complied with. Therefore, any rights accrued before the frustrating event are still relevant and, therefore, remain in place.<\/span><\/p>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><b>What Sort of Event Counts as Frustration?<\/b><\/h2>\n\n\n\n<p>As an employer, you will not be able to outline what you constitute to be a frustrating event<span style=\"font-weight: 400\"> in the employment contract. Indeed, this is because it is an event which neither you nor your employee expected to happen.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400\">Various events could mean that continuing with the employment contract would be impossible. For instance, it may cause it to be illegal or may make the contract very different. The most common events are:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400\">imprisonment;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">an <a href=\"https:\/\/legalvision.co.uk\/employment\/too-many-sick-days\/\">employee&#8217;s illness<\/a>; and&nbsp;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">death.<\/span><\/li>\n<\/ul>\n\n\n\n<p><span style=\"font-weight: 400\">You should also note that for the court to consider an employment contract impossible to carry out, it must be very different to how each party intended to carry it out. For example, carrying out the contract would be inconvenient or cause material loss or hardship.&nbsp;<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span style=\"font-weight: 400\">Imprisonment<\/span><\/h3>\n\n\n\n<p><span style=\"font-weight: 400\">Where your employee has a prison sentence, they are physically unable to perform according to the employment contract. Therefore, y<\/span>ou will likely consider this to be a frustrating event that terminates the contract. T<span style=\"font-weight: 400\">his would begin on the date of the sentence. However, this is not automatically the case as <\/span>you must consider<span style=\"font-weight: 400\"> the individual circumstances.<\/span><\/p>\n\n\n\n<div class=\"box box--icon box--info\">\n<p><span style=\"font-weight: 400\">Frustration has tended to be more likely where the prison sentence is over a year long, but is less likely for short sentences. <\/span><\/p>\n<\/div>\n\n\n\n<p><span style=\"font-weight: 400\">However, where your employee is in prison due to misconduct regarding their employment, it is unlikely to be frustrating. This is because an event y<\/span>ou consider to be<span style=\"font-weight: 400\"> misconduct is something that both you and your employee could foresee.&nbsp;<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span style=\"font-weight: 400\">Illness<\/span><\/h3>\n\n\n\n<p><span style=\"font-weight: 400\">Suppose your employee falls ill and you decide that frustration of their employment contract may occur. In that case, you must consider whether their illness will mean that continuing the employment contract would either be:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400\">impossible; or<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">very different from how t<\/span>he parties<span style=\"font-weight: 400\"> intended <\/span>it<span style=\"font-weight: 400\"> to be.<\/span><\/li>\n<\/ul>\n\n\n\n<p><span style=\"font-weight: 400\">When considering this, you should consider the nature of the illness and its duration and must do this before you carry out any dismissal. As part of this, you will need to consider:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400\">how long it might take you to replace the employee in terms of the significance of the role;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">if the employee had not fallen sick, how long the employment would have lasted;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">how long you employed the employee; and<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">the terms of the contract, including any relating to sickness pay.<\/span><\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\"><span style=\"font-weight: 400\">Death<\/span><\/h3>\n\n\n\n<p><span style=\"font-weight: 400\">When your employee <\/span>dies<span style=\"font-weight: 400\">, their employment contract will be frustrated. Likewise, where an employment contract is between you<\/span> and your <span style=\"font-weight: 400\">employee, the contract would be frustrated if you die. However, the employment contract between the employee and a corporation is<\/span> not frustrated when you as an<span style=\"font-weight: 400\"> employer dies.<\/span><\/p>\n\n\n\n\n<a href=\"#content-next\"\n   class=\"block p-4 mt-10 text-xl font-bold text-center text-white no-underline bg-gray-800 rounded-t-xl\">\n    Continue reading this article below the form\n    <i class=\"text-xl fa-regular fa-arrow-down\"><\/i>\n<\/a>\n<div class=\"px-6 pt-10 pb-12 mb-10 text-center bg-gray-100 rounded-b-xl sm:px-12 test\">\n    <div class=\"mb-8 text-2xl font-bold text-orange\">\n        Need legal advice?\n        <br>\n        <span class=\"text-lg not-prose\">\n                            Call <a href=\"tel:+448081968584\" class=\"not-prose\">0808 196 8584<\/a> for urgent assistance.\n                <br>\n                Otherwise, complete this form, and we will contact you within one business day.\n                    <\/span>\n    <\/div>\n\n    \n\n<div class=\"not-prose flex 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Therefore, you should not rely on it as an employer. It is also something that does not occur very often.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400\">Tribunals have been known to take time to apply frustration of contract. This is mainly because tribunals want to ensure you are not avoiding your fair dismissal obligations as an employer.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400\">Also, now that <a href=\"https:\/\/legalvision.co.uk\/employment\/employment-policies\/\">employment policies<\/a> often consist of comprehensive sickness absence policies and employment contracts may contain details about sick pay, the frustration of an employment contract is less relevant than it has been. Finally, the fact that permanent health insurance can be available also affects the relevance of frustration in employment contracts.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400\">Where your employee has a disability, it is still possible for frustration of their employment contract to be relevant. However, this<\/span> does not take place<span style=\"font-weight: 400\"> where you have not made reasonable adjustments for that employee.<\/span> <\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><b>Key Takeaways<\/b><\/h2>\n\n\n\n<p><span style=\"font-weight: 400\">Whilst frustration of your employees\u2019 employment contracts is unlikely to occur, it is still possible and, therefore, something you as an employer should be aware of. There may be instances where it is relevant, and therefore, you must understand the circumstances.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400\">If you need help with understanding what a frustrating employment contracts means in the UK, our <\/span><a href=\"https:\/\/legalvision.co.uk\/employment-lawyers-lp\/\"><span style=\"font-weight: 400\">experienced employment lawyers<\/span><\/a><span style=\"font-weight: 400\"> can assist as part of our LegalVision membership. For a low monthly fee, you will have unlimited access to lawyers to answer your questions and draft and review your documents for a low monthly fee. So, call us today on <a href=\"tel:+448081968584\" class=\"AVANSERnumber dynamic-number\">0808 196 8584<\/a> or visit our<\/span> <a href=\"https:\/\/legalvision.co.uk\/membership\"><span style=\"font-weight: 400\">membership page<\/span><\/a><span style=\"font-weight: 400\">.<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><b>Frequently Asked Questions<\/b><\/h2>\n\n\n\n<div class=\"schema-faq wp-block-yoast-faq-block\"><div class=\"schema-faq-section\" id=\"faq-question-1641857748749\"><strong class=\"schema-faq-question\">Can the frustration of an employment contract be relevant where my employee is imprisoned?<\/strong> <p class=\"schema-faq-answer\">The frustration of an employment contract can occur where your employee is imprisoned. However, it depends on each case and is often only relevant where the sentence your employee is serving is one year or longer.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1641857733853\"><strong class=\"schema-faq-question\">What is the frustration of an employment contract?<\/strong> <p class=\"schema-faq-answer\">The frustration of an employment contract is a form of ending the employment contract. It can only occur where continuing with it would be illegal, would make the contract very different from what was intended, or where it would be impossible.\u00a0<\/p> <\/div> <\/div>\n<div class=\"not-prose m-feedback-prompt\">\n    <!-- Thumbs up\/down bar -->\n    <div class=\"m-feedback-prompt__main\">\n        <div class=\"m-feedback-prompt__title\">Was this article helpful?<\/div>\n        <div>\n            <!--span class=\"m-feedback-prompt__button--text\">Thanks!<\/span-->\n            <button type=\"button\" class=\"m-feedback-prompt__button m-feedback-prompt__button--yes\"\n                    data-analytics-link=\"feedback-prompt:yes\" aria-label=\"Agree\">\n                <i class=\"fa-regular fa-thumbs-up fa-3x\"><\/i>\n            <\/button>\n            <button type=\"button\" class=\"m-feedback-prompt__button m-feedback-prompt__button--no\"\n                    data-analytics-link=\"feedback-prompt:no\" aria-label=\"Disagree\">\n                <i class=\"fa-regular fa-thumbs-down fa-3x\"><\/i>\n            <\/button>\n        <\/div>\n    <\/div>\n\n    <!-- Feedback form -->\n    <div class=\"m-feedback-prompt__form\">\n        <div class=\"m-feedback-prompt__form--thanks \">\n            <div>Thanks!<\/div>\n            <p>\n                We appreciate your feedback \u2013 your submission has been successfully received.            <\/p>\n        <\/div>\n        <form id=\"contact-form\" class=\"m-feedback-prompt__form--form\" action=\"\" method=\"post\">\n            <input type=\"hidden\" id=\"authenticity_token\" name=\"authenticity_token\" value=\"9eb4f72322\" \/><input type=\"hidden\" name=\"_wp_http_referer\" value=\"\/api\/wp\/v2\/posts\/1575\" \/>            <input value=\"https:\/\/legalvision.co.uk\/employment\/frustrated-employment-contract\/\" type=\"hidden\" name=\"currenturl\"\n                   id=\"currenturl\">\n            <input value=\"What is a Frustrated Employment Contract in the UK?\" type=\"hidden\" name=\"currenttitle\"\n                   id=\"currenttitle\">\n            <label>\n                <!-- display on thumbs-up -->\n                <span class=\"m-feedback-prompt__feedback m-feedback-prompt__feedback--yes\">\n                    Can you tell us <span class=\"font-semibold\">why<\/span> you found it helpful?\n                <\/span>\n\n                <!-- display on thumbs-down -->\n                <span class=\"m-feedback-prompt__feedback m-feedback-prompt__feedback--no text-lg\">\n                    How can we better improve this article?\n                <\/span>\n                <textarea name=\"feedbackmessage\" id=\"feedbackmessage\" required><\/textarea>\n            <\/label>\n\n            <div class=\"m-feedback-prompt__form--error\" id=\"form-submit-error\"><\/div>\n            <button id=\"submit-contact-form-button\" type=\"submit\" name=\"commit\" class=\"m-feedback-prompt__form--submit\"\n                    data-analytics-link=\"feedback-prompt:submit\">\n                Submit            <\/button>\n        <\/form>\n    <\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>An employment contract is key to the employment relationship between you and your employees. It contains the job responsibilities of your employee and the rights and obligations for both of you. However, when the relationship between you and your employee needs to end, you or your employee may terminate the employment contract. This may occur<a href=\"https:\/\/legalvision.co.uk\/employment\/frustrated-employment-contract\/\">Continue reading <span class=\"sr-only\">&#8220;What is a Frustrated Employment Contract in the UK?&#8221;<\/span><\/a><\/p>\n","protected":false},"author":13326,"featured_media":679,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_relevanssi_hide_post":"","_relevanssi_hide_content":"","_relevanssi_pin_for_all":"","_relevanssi_pin_keywords":"","_relevanssi_unpin_keywords":"","_relevanssi_related_keywords":"","_relevanssi_related_include_ids":"","_relevanssi_related_exclude_ids":"","_relevanssi_related_no_append":"","_relevanssi_related_not_related":"","_relevanssi_related_posts":"3262,1945,2362,2802,3499,1191","_relevanssi_noindex_reason":"","editor_notices":[],"footnotes":""},"categories":[35],"tags":[20,21,317,318],"class_list":["post-1575","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employment","tag-small-business","tag-medium-business","tag-frustration","tag-contract-frustration"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.1.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>What Is a Frustrated Employment Contract? 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| LegalVision UK\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/legalvision.co.uk\/employment\/frustrated-employment-contract\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\/\/legalvision.co.uk\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Employment Articles\",\"item\":\"https:\/\/legalvision.co.uk\/category\/employment\/\"},{\"@type\":\"ListItem\",\"position\":3,\"name\":\"What is a Frustrated Employment Contract in the UK?\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/legalvision.co.uk\/#website\",\"url\":\"https:\/\/legalvision.co.uk\/\",\"name\":\"LegalVision UK\",\"description\":\"LegalVision is a commercial law firm in the UK with a commitment to innovation\",\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/legalvision.co.uk\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-GB\"},{\"@type\":\"Person\",\"@id\":\"https:\/\/legalvision.co.uk\/#\/schema\/person\/46fdb392af527f38f90649480343e732\",\"name\":\"Clare Farmer\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-GB\",\"@id\":\"https:\/\/legalvision.co.uk\/#\/schema\/person\/image\/\",\"url\":\"https:\/\/img.legalvision.com.au\/wp-content\/uploads\/sites\/4\/2022\/03\/12052028\/LegalVision_square_logo-150x150.png\",\"contentUrl\":\"https:\/\/img.legalvision.com.au\/wp-content\/uploads\/sites\/4\/2022\/03\/12052028\/LegalVision_square_logo-150x150.png\",\"caption\":\"Clare Farmer\"},\"description\":\"Clare has a postgraduate diploma in law and writes on a range of subjects and in a variety of genres. 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