Your Agreement is What Matters. Being Fired in Breach of Contract is Illegal.

Losing your job is hard. Feeling like your employer broke a specific promise they made to you is devastating. If you have an employment contract, it may offer you more protection than “at-will" employment. Let's explore your rights.

01

Termination Without “Cause"

Your contract states you can only be fired for “cause" (e.g., serious misconduct). You were fired for a vague “performance" issue, which isn't defined as "cause."
02

Broken Promises of Pay

Your contract or offer letter guaranteed a specific salary, bonus structure, or severance payment. Your employer is refusing to pay what they promised.
03

Implied Contracts

You don't have a signed document, but the employee handbook or other written policies made specific promises about job security or disciplinary procedures that your employer ignored.

Answering your Questions

Understanding Your Rights

Navigating your rights under an employment contract can feel overwhelming. The specific wording of your agreement is critical. Our Free Leverage Assessment is built to clarify your situation.

Q: What's the “at-will" exception?

A. Most employees are “at-will" (can be fired for any reason). A contract is a major exception. It creates a new agreement where the “at-will" rule may not apply to your firing.

Q: What counts as a “contract"?

A. It's most often a signed employment agreement. It can also be a union's collective bargaining agreement, or in some cases, specific, binding promises made in an employee handbook.

Your Contract Checklist Can Help:

Do you have a signed employment agreement or a formal offer letter?
Does your contract define specific reasons (e.g., “for cause") for termination?
Were you fired for a reason not listed as “cause" in your contract?
Did your employer fail to pay you guaranteed salary, bonus, or severance?
Did your employer violate a clear, written disciplinary policy from the handbook?
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Don't just walk away.
Walk away with what's fair.

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