Employment and Labor Law

At-will employment means an employer or employee can usually end the relationship at any time unless a contract, statute, or public-policy rule limits that power.

Employment discrimination means treating a worker or applicant adversely because of a legally protected characteristic or status.

This section explains workplace-status, pay, discrimination, and termination terms that shape U.S. employment-law disputes and compliance questions.

Harassment is unwelcome conduct that becomes legally actionable when it is severe or pervasive enough, or tied to employment decisions, under applicable law.

An independent contractor is a worker who provides services outside an employer-employee relationship under the legal test that applies to the dispute.

A non-compete agreement is a contract term that restricts a worker from competing with an employer after the relationship ends, subject to state-law limits.

Overtime pay is additional compensation required for covered employees who work beyond the threshold set by applicable wage-and-hour law.

A reasonable accommodation is an adjustment to job duties, policies, or the work environment that helps a qualified worker meet legal access requirements without undue hardship.

Retaliation is adverse action taken because a worker reported misconduct, opposed unlawful conduct, or exercised a protected legal right.

Wage theft is the failure to pay workers the wages the law or a binding agreement requires, including overtime, minimum pay, or promised compensation.

Wrongful termination is a firing that violates a contract, statute, or recognized public-policy limit on an employer's power to end employment.