Limits on contract work without pre-agreed price/contract (UK) Say you hire someone, such as an electrician or plumber, without price even being mentioned by either party. The contractor later bills you: you're taken aback by the price. Maybe the expected rate is £100 and you get charged £1000. More fool you, right? Fair enough. But is there any practical limit in English law? £1,000,000, your house? Is there any reasonableness limit in law?
Yes, there is a reasonableness limit, and this is especially true in consumer transactions. If you were given an estimate and the final bill is a lot more than what you were expecting, you can dispute it. The final price should be ‘reasonable’. The law doesn’t say what counts as reasonable, so you’ll have to agree it between you. You should consider: the estimate you agreed to [if there was one] any changes, and why they happened anything that happened that was beyond the control of the trader, like bad weather or the cost of materials going up https://www.citizensadvice.org.uk/consumer/getting-home-improvements-done/problem-with-home-improvements/ When it comes to work itself, the act states that a tradesman or professional has a 'duty of care' towards you and your property. Any standard or price you agree must be honoured. But if it isn't agreed in advance the work must be done to a reasonable standard, at a reasonable cost, and within a reasonable time. So if you haven't fixed a price, you don't have to pay a ridiculously high bill. All you have to pay is what you consider 'reasonable' and invite them to sue you for the rest. Be careful though, in some circumstances when you are withholding payment you may have a claim made against you by a supplier if you are in breach of contract. What's a reasonable amount would be what similar tradesmen would have charged for the job. So get a few quotations. https://www.bbc.co.uk/programmes/articles/1fdlwC9xzyxjCpWMlsCGG3j/supply-of-services NB that article refers to The Supply of Goods &amp; Services Act 1982, which was partially superseded by the Consumer Rights Act 2015.
Assuming there is a contract (and it is not clear that there is), this is a purported liquidated damages clause. Alice is trying to dictate what Bob will owe her if he breaches his promise to not share the file. However, there are limits on what can be stipulated in a liquidated damages clause. Super Save Disposal Inc. v. Blazin Auto Ltd., 2011 BCSC 1784: The enforceability of a liquidated damages provision in an agreement engages two competing objectives: freedom of contract versus the right of the courts to intervene in a given case to relieve against an oppressive or unconscionable result flowing from enforcement of the liquidated damages term. It is well settled that the enforceability of such a term turns on whether it is a genuine pre-estimate of the expected loss that a party will sustain in the event of a breach of contract or a penalty clause so oppressive or unreasonable that equitable intervention is justified to prevent an injustice. Judicial interference with a liquidated damages provision will be justified if enforcement of the term results in payment of a sum which is extravagant and unconscionable in comparison with the greatest loss that could conceivably be proved to have followed from the breach Oppressive liquidated damages clauses work against a person's freedom to breach and the possibility of efficient breach. Perhaps if the file were a trade secret like the Coke recipe, the $1,000,000 might be a genuine pre-breach estimate, but without much more information about the nature of the file, I predict a court would find the $1,000,000 to be extravagant and unconscionable in comparison to the greatest loss that could conceivably be proved to have followed from the breach. What follows is less researched. If it is not a contract then I think it is at best a licence, which would make Bob's agreement to pay $1,000,000 a free-standing unenforceable promise. I also agree with Matthew's position on the possibility (and limitations of) a claim in promissory estoppel, especially in jurisdictions following Waltons Stores or similar reasoning.
You asked about other jurisdictions. As you'll probably be aware (from cases like EU vs Microsoft and EU vs Google) European countries and culture tend to have much stronger protection laws for consumer and employee rights than the US does. In the UK you could make a strong case, although such cases are not often undertaken. The current legislation is Part 2 of the Consumer Rights Act 2015, but the unfair contract terms clause goes back to at least the Unfair Terms in Consumer Contracts Regulations 1999. Basically the law protects a person in a situation where disparity of size and bargaining power have led to unfair terms in a contract (typically a large company offering "take it or leave it" standard terms) - and specifically if they create a significant disparity in the parties rights and obligations. In such a situation the company which drafted the terms alleged to be unfair must show they are reasonable. A list of common terms likely to be seen as unfair is provided. (Employment terms are covered by other laws but also aim to prevent abuses due to inequality of contracting power) A company which sold a product like Windows 7/8/8.1 and then later said "we are changing our terms of support and forcing you to upgrade" (especially to a different product the user may not want, or a product that is maintained in a different way),would almost certainly be at substantial risk of falling foul of this. It wouldn't matter if it was done by not providing the support/patches as originally implied (by custom or normal expectation) or as agreed in an explicit statement of support life cycle, or by saying "we have the right under the contract to do this", or by forcing what is essentially a change of product to get the updates. It also wouldnt matter how big they are, nor whether or not the user had already agreed "because I felt I had no choice". The law is there specifically to protect against abuses like this, so it is drafted to catch companies who try to find "wriggle room".
There is no contract One of the requirements for a contract to exist is agreement between the parties - there is no agreement here. Here is what happened: AA asked for IT to make an offer subject to standard terms. IT made an offer subject to different terms. AA rejected IT's offer and made a counter-offer on the original terms. IT rejected the counter-offer. Since no one has accepted any offer, there is no agreement and no contract. Also, the rejection of an offer (by counter-offer or directly) kills the offer so, right now, there are no live offers that could be accepted to form a contract, for example, AA cannot now accept IT’s original offer.
The general principle of common law contracts is that parties can contract to do whatever they like unless there is a law that says they can't. As employment contracts are one of the most regulated type of contract and as I am not familiar with UK employment law (which may vary depending on which country of the UK governs it) this answer will be general in nature. Probation will not affect the training question. Probation gives the employer the right to terminate employment without cause or reason during the probation period; it gives the employee no rights. In general, the contract is the contract: if you agreed to pay for training if you leave within the first 12 months then that is what you are legally obliged to do. You may be able to avoid paying for training in Work Health and Safety as in most jurisdictions an employer is legally obliged to provide this without charge. That said, if the employer misrepresented the role then the contract may be void or voidable - this would need real legal advice and evidence of the misrepresentation. All of that said, if you explain your problem to the employer it is quite likely that you will be able to part ways amicably and without involving the law - that would be best all around,
This is an increasingly common practice in the UK for dismissals, especially for reasons of redundancy. What is going on here is that they are attempting to enter into what until recently was known as a compromise agreement, and is now termed settlement agreement. Normally, when you are made redundant, you are entitled to statutory redundancy pay (amount depends on age and length of service; see https://www.gov.uk/redundant-your-rights/redundancy-pay). You can take this and do not need to sign anything. However, sometimes companies make slightly more generous offers in exchange for you agreeing not to take them to tribunal/court or discuss/disclose certain matters. This would often involve more money and an agreed reference. These agreements only have legal standing if you have taken legal advice from a person qualified to give it. The UK's national conciliation and arbitration service ACAS has information on settlement agreements at http://www.acas.org.uk/index.aspx?articleid=4395 Therefore the employer is offering to pay legal fees because they need you to get advice before you sign a document which protects them. They are suggesting solicitors because they know of solicitors willing to do this work for the price they are willing to pay. Some companies will do this for every dismissal and have a have a standard package for enhanced redundancy. Other companies decide for each case. Before you proceed to arrange a solicitor, you should check: That you are free to choose another solicitor who will do the same for £500. That this will be paid whether or not you agree to the terms. What your length of service is, what your statutory entitlement is and what the difference is between that and what you are being offered. You should also think carefully about whether you have any potential claims against the employer - for instance, if you think you are not being made redundant because the employer is doing less of a particular type of work but because you have raised issues of discrimination. You are probably being asked to give up your right to pursue this. In terms of choice of solicitor, a solicitor which gets work from employer recommendations probably won't be too forthright in encouraging you to challenge unfavourable terms (even if they do not work for employers). If you are a member of a trade union, they will be able to suggest lawyers who do settlement agreements for employees on a regular basis. If not (and I assume not as otherwise they would be helping you through this), I would suggest finding a firm that specialises in representing employees - some solicitors' firms like Thompsons and Morrish are pretty open about their focus.
The contract remains valid. Most contracts don't need to be written at all. Even if yours did need to be written under the Statute of Frauds or some other law, you're saying that it was made in writing, even though you later tore it up. The fact that the contract is missing or destroyed doesn't change the fact that it exists and obligates the parties; it just makes it harder to prove what it said.
Just because you can doesn’t mean you should I’m a professional electrical engineer and a licensed electrician. That means I can do electrical wiring but most electricians who do nothing else can do it quicker, better and neater than I can. Just because a solicitor-advocate can do the job of a barrister doesn’t mean that’s in their client’s best interest.