I understand that completely, but that does not speak to the question I asked. When an employer hires an employee is there an inherent or implied responsibility on the part of the employer to provide a workplace environment, and appropriate training and support, to meet a standard that would be considered necessary for the employee to be successful. And if it can be demonstrated that they failed to provide that, and an employee is terminated can they be held accountable for the impact of that termination on the employee. What if there are employment circumstances that are not shared with the employee prior to hire, that if known by the employee prior to hire, would resulted in their not accepting the position, and then the employee is subsequently terminated, where those factors played a role in the termination?

My offer letter referred to an offer of "permanent full time" position, with no reference to probation anywhere in the letter. Does a probationary interval still apply?

My offer letter states I am being offered a "permanent full time position" and there is no reference to probationary period. Is there still a probationary interval even if not stated? Also there were very key details of the circumstances of the position that were not disclosed, that would have impacted my decision to accept. there were not misrepresented per se, but withheld. Is it possible that that could meet the test for misleading. this has had a huge impact on my career, given my age and the profile of the employer. My career prospects are severely limited and the emotional and financial impact of the employers calous disregard for me is significant, especially since they are a very large employer in the employee health and wellness field.