For instance, the doctrine of at-will employment, which is exercised within many countries—including the US—provides every party in that contract, whether it’s the employer or employee, with legal rights to terminate the relationship whenever they see fit, with or without just cause or even giving warning in advance. That flexibility provides employers the leeway for prompt staffing adjustments in response to a dynamic business environment, demanding cutbacks following economic downturns or addressing performance issues reasonably fast. Similarly, the employees are free to quit their jobs because they have found a good cause and reason noteworthy enough for leaving or changing occupation-starving work. Nonetheless, at-will employment, with its merits, also has its challenges.
By far, this could be the biggest drawback of not having any job security since it fills employees with uncertainties and possibly even financial instability. Though the at-will doctrine gives some flexibility to employers, they will have to maintain fair employment practices to not attract wrongful termination claims, saving that exceptions are there for the at-will doctrine and subject to general freedom to terminate the employment relationship. There cannot, as a rule, be discharged on account of discrimination because of race, gender, and other similarly covered admissions or retaliatory grounds like whistle-blowing against protection from termination for reasons that run afoul with public policy. Knowledge of what an ‘at-will’ employment regime truly means is very vital to both employers and employees alike. It becomes not only a legal obligation but also a way to guarantee a harmonious workplace where everybody participates equally while at work.
You may also be interested in learning about these terms:
At-Will Employment
Blue-Collar Jobs
Confidentiality Agreement
