This case study is part of a wider article "No Contract. No Problem?" which explores why legal formalities under the Law of Property (Miscellaneous Provisions) Act 1989 matter, what happens when they’re not followed, and how equitable remedies like constructive trusts and proprietary estoppel can sometimes offer a lifeline. Through key cases, it highlights when informal agreements may still hold weight and when “no contract” really does mean “no deal.”

At our real estate conference in January 2025, David Slade outlined the main legal changes affecting the property market in 2024. Here, we explain those changes in some detail, from initiatives to regenerate the high street, to rises to SDLT rates, and from the Law Commission consultation on the Landlord & Tenant Act 1954 to the impact of biodiversity net gain requirements.

Wrongful dismissal occurs where an employee is dismissed in breach of contract. There is no consideration of whether the dismissal was "fair"

Often, we are approached by employers and employees to help negotiate the terms of a settlement agreement. Whilst it can be a daunting process, with the right guidance you can achieve the best outcome.

Employees, who have completed two complete continuous years of service with their employer, are entitled not to be dismissed except in certain instances. These certain instances are deemed to be "fair" reasons for dismissal.

In the recent case of McWilliams v Citibank NA the Tribunal looked at the failure of Citibank to provide Ms McWilliams’ data following a Subject Access Request (SAR), and whether this contributed to an unfair dismissal.

For years, zero-hours contracts have come under significant media scrutiny, as the practice continues to divide opinions regarding its perceived benefits.

A settlement agreement (previously known as a compromise agreement) is a legally binding contract between an employee and their employer.

A settlement agreement is a legally binding confidential agreement between an employer and an employee. A settlement agreement is usually coupled with a compensation payment.

Employers who, as a matter of company policy, refuse to consider job applications from individuals requiring work authorisation for the UK should be aware that such practices could expose them to claims of race discrimination.