Idaho is an at-will employment state, meaning that your employer can end your employment at any time and for any reason.
Therefore, is it possible to pursue a claim of wrongful termination after being fired?
At-will employment isn’t a free pass
At-will employment works both ways. Just as an employer can fire an employee without prior notice, the employee is free to quit at any time. However, at-will employment is often misunderstood in the scope of the employer’s actual authority.
Employers aren’t above the law, and there are legal protections in place to ensure they don’t overstep their boundaries. Here are the most common exceptions to the at-will employment rule:
- Illegal discrimination: Both federal and Idaho state laws state that employers can’t fire someone based on protected characteristics, such as race, gender, sexual orientation, national origin, religion, age or disability. Firing someone based on any of these is prohibited under federal laws such as the Civil Rights Act, Americans with Disabilities Act and under Idaho law.
- Retaliation: If an employee files a complaint about workplace harassment, unsafe working conditions or wage theft, whistleblower protections ensure the employer can’t retaliate by firing the employee.
- Violation of public policy: Your employer can’t fire you for refusing to break the law on their behalf, serving on a jury, voting or taking protected medical leave under the Family and Medical Leave Act (FMLA).
- Breach of contract: If the employer promises job security for a specified length of time or outlines the reasons why someone can be terminated and then violates that contract, it can lead to a wrongful termination claim.
If you believe you’ve been wrongfully terminated, you will want to review your employment agreement to see if there are any contradictions to the reason for your dismissal. Be sure to save any emails, texts, performance reviews and other documentation that can support your claim. Contact someone who can guide you through the process and uphold your rights.