Dryden v Greater Glasgow Health Board
| Dryden v Greater Glasgow Health Board | |
|---|---|
 | |
| Court |
Employment Appeal Tribunal,[1] Court of Session, Inner House |
| Keywords | |
| Employment contract, smoking | |
Dryden v Greater Glasgow Health Board [1992] IRLR 469 is a UK labour law case concerning the contract of employment. It held that a variation of company workplace customs, which are incorporated into individual contracts of employment can take place after a proper consultation without breaching employees' contracts.
Facts
Ms Dryden was a nursing auxiliary in a Glasgow hospital. She smoked. After consultations, which she did not contribute to, smoking was banned. She claimed constructive dismissal on the basis that the workplace custom being unilaterally changed breached her employment contract.
Judgment
Lord Coulsfield held that a unilateral variation on the workplace rules did not amount to a breach of any contract term. The consultation process was influential in making the rule change legitimate.
See also
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- UK labour law
- Employment contract in English law
- Autoclenz Ltd v Belcher [2011] UKSC 41
Notes
- ↑ "Dryden v Greater Glasgow Health Board [1992] IRLR 469 EAT". Retrieved 14 January 2012.