Kaur v MG Rover Group Ltd [2004] EWCA Civ 1507 is a UK labour law case concerning the contract of employment.

It held that promises to make no compulsory redundancies in a collective agreement were "aspirational" and not apt for being incorporated into individual contracts of employment.

This meant that, aside from the collective agreement being unenforceable under the Trade Union and Labour Relations (Consolidation) Act 1992, section 179, the promises to employees could be broken.

Keene LJ said that even when there were express words, the question was whether the context and character of the agreement made them apt for incorporation into individual contracts.

I can accept that The Way Ahead does generally have the character of a bargain, struck between the appellant and the unions, and that what is said in it about compulsory redundancy reflected the statements about more flexible working by the workforce.

But the fact that paragraph 2.1 was not unilateral but part of such a package tells one nothing about its aptness for incorporation as a term of individual contracts of employment.

That makes it very difficult to see the reference to "no compulsory redundancy" as an enforceable term in each employee's contract of employment, both because of the vagueness of the language of paragraph 2.3 and because any entitlement would depend on the activities of others in the workforce.