I am speaking in the sense of employment contract, but I believe the same scenario is applicable to all kinds of contracts.
The employer exercises their power to terminate Alice, and pay in lieu of notice as required by law (and also contract). Employer and Employee signed a document stating the above.
However a few days later, the employer changed his mind and decided that it is a summary dismissal, and he will not pay in lieu of notice (as it is not required by law and employment contract).
Let's assume for academic purpose we can not argue from the point of waiver by election/waiver by estoppel, and the legality of summary dismissal itself.
What I want to ask is
Can the employer switch from termination to summary dismissal? (which I believe is yes, as most judgement I see only argues employer cannot go back in his word because of waiver)
Is the termination document a binding contract, especially considering
a. Does it have a consideration, i.e. can the termination itself be a consideration?
b. Does it constitute an agreement, as employee cannot actually refuse it?
My ultimate goal is actually only to get the payment in lieu of notice, are there any other way to do that, other than argue on the legality of summary dismissal / waiver?
In general, is there any way to protect termination of contract, if termination itself is not binding? I am sure I miss something as I cannot believe the world works like that.