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Summary of differences between federal and state regulations
Wisconsin recognizes the at-will doctrine, however, there are exceptions to the at-will employment rule including statutes which prohibit discharge on the basis of protected categories (such as age and race) and for certain whistleblowing activities.
State courts have recognized the concept of an “implied contract” exception to the at-will employment concept; that is, courts have some time found contractual obligations in an employer’s expressed oral or written assurances that employees would only be discharged for cause or under certain circumstances. Handbooks or policy manuals may be found to provide contractual protection in some cases.
Wisconsin also accepts the public policy exception to the at-will doctrine.
State
Contact
Wisconsin Department of Workforce Development
Regulations
Wisconsin law recognizes a “public policy” exception to the employment-at-will doctrine, in that an employer cannot terminate an employee for reporting an employer who is breaking the law.
Federal
Contacts
None.
Regulations
None.