[合約法] 終止合約無consideration，唔計estppel/waiver 係咪無約束力

你個口吻勁似啲讀上腦嘅law student
正式terminate之前仲係有employment relationship
如果notice period入面先發現有gross misconduct 個law點會唔比summary dismissal?

我真係諗住上labour tribunal 打
唔係咁口痕問
唔問法律觀點問咩
當然你嘅提問對於我上到庭有用
我有可能諗漏，有位啲位都懶無嚴謹講

1. 我個情況係俾錢即走，呢個係前題嚟，但下面當係 通知期 咁討論
2. waiver 只係放棄嗰件misconduct 嘅dismissal 權，有新嘅gross misconduct 當然可以dismissal，唔受之前waiver 影響
3. 一般termination aggreement with notice period 都係會mutual assump 約束於原僱佣合約，無寫明都應該會當有咁嘅assumption

真正有趣嘅問題係 用通知金解約 ，之後發現新嘅gross misconduct 仲可唔可以反口唔認terminate agreement ，我會答唔得

當然詳細都要睇terminate agreement 點寫
如果上面employee 有保證無其他gross misconduct 又第二樣嘢啦
發現新gross misconduct ，係咪contract by mistake ，會唔會void 就更複雜，未發生喺我身就唔諗住

個官會睇fact, case by case 咁判,
如果用通知金解約 ，之後公司發現你有新嘅gross misconduct 都唔可以summary dismissal 既話你咪有免死金牌.
咁你咪可以刻意gross misconduct 令公司蝕錢

termination agreement 只係將你地terminate 個陣傾好既terms放入agreement

如果之後有新既element in play, 係咪好應該將新既element take into consideration

如果你覺得你公司係wrongful dismissal 咪上勞審, 睇magistrate 點判

通知金解約即走囉喎
無僱佣關係，變咗外人/訪客身嚟
僱主啲嘢唔額外批準唔郁得架啦
仲可以點刻意gross misconduct
要追咪sue for damage

我意思係講有公司未發現，dismiss 之前嘅misconduct

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