Renee Matheson 
If you’re employed in Illinois, you may be wondering what “at will” employment means. Basically, it means that your employer can terminate your employment at any time, for any reason (or no reason at all).However, there are some exceptions to this rule. For instance, if you have an employment contract, your employer can’t just fire you on a whim. And if you’re a member of a protected class (like race, religion, or gender), your employer can’t discriminate against you when making decisions about firing.
Still, “at will” employment is the default rule in Illinois. So if you’re thinking about quitting your job, or if you’re worried about being fired, it’s important to understand how this law works.
At will employment illinois
At-will employment is a type of employment relationship in which either party can terminate the relationship at any time, for any reason, with or without notice.In Illinois, at-will employment is presumed to exist unless there is an express agreement to the contrary. This means that, in the absence of an agreement specifying otherwise, employers can generally fire employees at any time and for any reason (or for no reason at all).However, there are some exceptions to this general rule. For example, employers cannot fire employees for illegal reasons such as discrimination on the basis of race, gender, religion, or national origin. Additionally, employers cannot fire employees in violation of public policy, such as for refusing to do something illegal.
If you believe you have been wrongfully terminated from your job in Illinois, you should consult with an experienced employment lawyer to discuss your options and determine whether you have a claim.
The history of at-will employment in the United States
The doctrine of at-will employment first emerged in the United States in the 1830s. Originally, it was interpreted as meaning that an employer could terminate a worker for any reason or for no reason at all. Over time, however, courts began to place limits on this doctrine, developing a body of law that provides protections for workers against arbitrary and discriminatory treatment by their employers.
Today, the vast majority of states have adopted some form of the at-will doctrine, although there are a few notable exceptions. And while the doctrine is still generally interpreted as giving employers broad discretion to terminate workers, there are now a number of statutory and common law exceptions that provide workers with protection against being fired unjustly.
The legal landscape of at-will employment in Illinois
At-will employment is the legal relationship between an employer and an employee in which either party can end the relationship at any time, for any reason, with or without notice. Unlike most employment relationships, which are governed by contracts specifying the duration of employment and the terms of termination, at-will employment is governed by a different set of rules.
In Illinois, as in most states, the default rule is that employment is at-will. That means that unless there is a contract specifying otherwise, either the employer or the employee can end the relationship at any time, for any reason. There are a few exceptions to this rule, however. One exception is when an employer fires an employee in violation of public policy. Another exception is when an employer fires an employee in breach of an implied contract.The public policy exception to at-will employment applies only in very limited circumstances. In order for this exception to apply, the employee must be able to show that he or she was fired in violation of a clear mandate of public policy. For example, an employee who is fired for reporting illegal activity by his or her employer would likely be able to show that the firing violated public policy and therefore was not lawful under at-will employment rules.
The implied contract exception to at-will employment is also quite limited. In order for this exception to apply, the employee must be able to show that there was an implied contract between the employer and employee that guaranteed the employee a certain level of job security. This is usually shown by evidence that the employer made express assurances of job security, such as through a handbook or other written document. It can also be shown through evidence of industry custom and practice regarding job security.
While at-will employment is generally the default rule in Illinois, there are a few exceptions that may apply in some limited circumstances. If you believe you have been wrongfully terminated from your job, you should speak with an experienced Illinoisemployment law attorney who can help you understand your rights and options under the law
An employer may not terminate an employee in breach of an implied contract. An implied contract may arise where the employer’s handbook or other communications to employees contain explicit or implicit promises regarding job security. For example, if an employer’s handbook states that employees will only be terminated for “good cause,” this could give rise to an implied contract claim if the employee is subsequently terminated without good cause.
