At-Will Employment - Kansas

Summary of differences between federal and state regulations

The general at-will employment doctrine is what employers generally refer to unless there are state laws that provide more detail. This is a situation in which there is a lack of laws or contracts that narrow the reasons for which employees may be terminated. Where such laws or contracts exist, they must be adhered to.

Kansas law does not require a discharge notice or a reason for discharge.

State courts have recognized the concept of public policy exception to the at-will employment concept; that is, it is illegal for an employer to terminate an employee for refusing to break the law on behalf of the employer.

State courts have recognized the concept of an “implied contract” exception to the at-will employment concept; that is, courts have found contractual obligations in an employer’s expressed oral or written assurances that employees would only be discharged for cause. Assurances may include oral promises or guidelines found in handbooks.

State

Contacts

Kansas Department of Human Resources

Kansas Human Rights Commission

Regulations

Employees cannot be discharged or discriminated against based on race, color, religion , national origin, ancestry, sex, age, or disability.

Employees are protected from discharge:

• when serving on a jury or as a witness;
• after filing a complaint or brining an action related to employer-employee relations or unsafe or hazardous workplace conditions;
• because of military leaves of absence.

Federal

Contacts

None.

Regulations

None.