11 June 2010
Gledhill v Bently Designes (UK) Ltd [2010] All ER (D) 04 (Jun)
As a matter of law, abusive language by an employee towards his or her employer was capable of amounting to a repudiatory breach of contract depending on the circumstances. Words spoken in the heat of the moment might not always lead to a conclusion that they were such that the relationship could not continue, but in the context of what had been said and done might amount to a repudiatory breach.
An apology might lead to the conclusion that the conduct was not repudiatory but that was likely to be only the position where the words were spoken in heat and haste and the apology was heartfelt and sincere.
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