The law has long recognised that a breach of certain types of obligations in a contract will entitle an innocent party to terminate that contract (and sue for damages).
But don’t rush in. Terminate with caution. No matter how bad a situation is, a wrongful termination can seriously backfire, and may entitle the other party to terminate the contract and sue you for damages.
When is it safest to terminate?
If you have the benefit of an express contractual right to terminate the contract in certain circumstances, you are generally in a good position. Make sure you have the evidence of breach and follow all the procedures set out in your contract.
What if I have no express right to terminate?
In the absence of an express right, a contract may be terminated if the term being breached is an ‘essential term’ of the contract – that it, a clause of such importance that you would not have entered into the contract unless you had been assured of strict or substantial performance of that clause. This will depend on the intention of the parties at the time of making the deal.
What about lots of little breaches?
If the breach is not of an essential term, there may still be a right to terminate, but you should carefully consider the implications of terminating a contract on these bases.
In everyday business, we often see the repeated series of small, perhaps inconsequential breaches that build up until there is a “straw that breaks the camel’s back”. Terminating in these circumstances, is often fraught and will require a careful demonstration of the impact and nature of these breaches such that termination is justifiable. if you want to rely on this right, best to get some good advice.
How to do it better next time?
Ideally, the contract itself should allow the parties to agree on which of the terms of the contract would entitle each of the other party to terminate the contract if breached.
Although breach and termination are not pleasant topics for negotiation at the commencement of a relationship, having that hard conversation with a counterparty is always a lot easier than having to take a high risk to terminate an unfavourable situation, or having to live with the ongoing breach (albeit minor) from a counterparty with no option to escape the contract.
For further information, please contact Harwood Andrews’ expert lawyers:
T: 03 5225 5231
T: 03 5225 5215
T: 03 5226 8573
Senior Associate, Employment Law and OH&S Dispute Resolution and Litigation - Harwood Andrews
Sonia provides advice, representation and regular business support to employer clients in a wide variety of employment and industrial relations matters, including defending and resolving dismissal, discrimination and general protections claims, advising on transfers of business and employment, representing employers in union disputes and advising on disciplinary procedures, post-employment restraints, redundancies and protection of business information and intellectual property.
Sonia applies her dispute resolution background and experience to assist employers in taking commercial and proactive steps to prevent and minimise their employment risks, including by ensuring that employment documents such as employment agreements, policies and enterprise agreements are legally compliant, suited to the needs of each client’s business and provide future protection for employers.
Principal Lawyer - Harwood Andrews Lawyers
Paul brings experiences as in-house counsel, private legal advisor and business owner to his role as a Principal Lawyer with Hardwood Andrews.
Aligning with his philosophy that good professional advice can be transformative to business Paul is valued for distilling issues down to what is really important and being prepared to make a risk call based on judgement and experience.