What is Frustration of Contract?
Most wrongful dismissals involve two scenarios: Either the employee essentially ends the employment contract because he or she does something horribly wrong (i.e. steals from the employer), or more commonly, the employer ends the contract “without cause.” The former scenario results in no damages owing to the employee; the latter results in the employer having to provide reasonable notice of the end of the employment contract, or payment in lieu.
A third scenario involves a legal concept known as “frustration of contract.” Frustration of contract occurs when it becomes impossible, through no fault of either party, to continue with the employment relationship because the terms of the contract are incapable of being performed.
Employers may allege frustration of contract when an employee develops an injury or condition and is required to take time off work. In order to defend this decision, the employer must establish that, based on objective evidence, the condition was such that it rendered the employee incapable of returning to work. Recent cases confirm that an employer who does not have this evidence in hand when it alleges frustration of contract will not succeed with this argument, and will have to pay damages to the employee.
What are the Courts Saying?
Frustration of contract was considered by Justice Perell in Dragone v. Riva Plumbing Ltd. [2007] O.J. No. 3710. In this case, the employee was being treated for metastasized breast cancer. Her employer took the position that her employment contract had been frustrated, as it had become impossible to perform due to no fault of either the employer or employee.
Justice Perell noted that a permanent illness which disables the employee is a frustrating event that will end the employment contract. However, Justice Perell found that it had not been established that the employee had no prospect of returning to work. This was a key finding. The evidence before Justice Perell included that:
- the employee had not worked for 14 months,
- the employee’s doctor had recommended she not work at present,
- the employee’s treatments were continuing,
- the employee wanted to return to work if possible, and
- the employee did not know if she would get better.
Based on this evidence, there was at least hope that the employee would eventually be able to return to work, and as such, a permanent incapacity to return to work had not been proven. As a result, Justice Perell found that the employer failed to prove that the contract had been frustrated.
In another recent case, Naccarato v. Costco Wholesale Canada Ltd., [2010] O.J. No. 2565, an employee was dismissed on the basis of frustration of contract. Justice Pollak found that the employment contract was not frustrated for the 37-year-old employee, who was on leave and had been receiving disability benefits for nearly four years.
In rejecting the employer’s frustration of contract argument, Justice Pollak found that there was no prognosis as to when the employee could return to work. The employee’s doctor had not provided an opinion with respect to the possibility of attendance at work in the reasonably foreseeable future (and could not predict when the employee would be able to return to work). These findings are central to Justice Pollak’s decision.
These Cases Will Become More Common
The message from these cases is clear: If an employer wants to allege frustration of contract, and receive the “benefit” of this legal doctrine (i.e. firing an employee without having to pay any money), the employer must base its decision on clear and convincing medical evidence of the employee’s condition at the time of dismissal.
We expect frustration of contract cases will become more common with an aging workforce and employers bent on saving money where and when they can. Suffice to say, trying to save money by alleging frustration of contract without a proper medical basis is not the way to save money. It is also not the way to treat a sick employee.
