Misrepresentation in the employment relationship can have serious legal consequences for both employers and employees, whether it occurs during negotiations or within the written contract. Understanding what constitutes misrepresentation and what steps you can take is essential for protecting your business. This article explains misrepresentation and the actions to take if you or your employee have engaged in this behaviour.<\/p>\n\n\n\n
If you, as an employer, misrepresent the facts of your employment, you are carrying out misrepresentation under the Misrepresentation Act 1967<\/em>. This could give rise to your employee being able to:<\/p>\n\n\n\n If you are accused of misrepresentation as an employer, it may be that you did not mean to misrepresent. In this case, you may have the defence of genuine belief formed from reasonable grounds available to you. This will apply where you genuinely believe your representation was true, within reasonability. <\/p>\n\n\n\n\n\n Continue reading this article below the form\n <\/i>\n<\/a>\n\n
Are There Defences to Misrepresentation?<\/h2>\n\n\n\n