Newcastle upon Tyne Hospitals NHS Foundation Trust (Appellant) v Haywood (Respondent) [2018]

In this case the Supreme Court held by a majority that in the absence of an express contractual provision, a written notice of termination served by an employer does not take effect until the employee has read it or had a reasonable opportunity of doing so.

Mrs Haywood worked for the NHS Trust for a number of years. Her contract of employment provided a minimum notice period of 12 weeks by either party. The Trust subsequently notified Mrs Haywood that her position was to be made redundant.

If her employment terminated by way of redundancy on or after her 50^th birthday she would be entitled to claim a non-actuarially reduced early retirement pension (at a cost of approximately £250,000).