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Contracts of employment: Smoking ban upheld

This report relates to 1 case(s)

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    Dryden v Greater Glasgow Health Board [1992] IRLR 469 EAT (0 other reports)

In the absence of any specific express or implied contractual term giving employees a "right to smoke", an employer is at liberty to introduce a smoking ban in its workplace by amending its working rules, holds the EAT in Dryden v Greater Glasgow Health Board. Provided that such rules are introduced for a "legitimate purpose", and after reasonable consultation and notice, the fact that a particular employee experiences special difficulties in complying with the new policy cannot in itself justify a finding that the employer has repudiated the contract of employment.