University of Kwazulu-Natal

Missouri Wrongful Termination Guide Know Your Rights

Bonisiwe Shabane
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missouri wrongful termination guide know your rights

Did you know your employer might not have the final say in ending your job? While many assume companies hold absolute power in employment decisions, state and federal laws create critical safeguards for workers. This guide clarifies when a dismissal crosses into unlawful territory—and how to fight back. Missouri operates under at-will employment, meaning most workers can be let go without cause. However, this doctrine has exceptions that protect against discrimination, retaliation, and other illegal practices. Recognizing these boundaries could mean the difference between accepting an unfair situation and securing justice.

We’ll break down specific scenarios where terminations violate legal protections, from racial bias to whistleblower retaliation. You’ll also learn about employer obligations regarding final paychecks, documentation requests, and workplace accommodations. Real-world examples demonstrate how courts interpret these rules in practice. When can losing your job become illegal? While Missouri’s at-will employment system gives companies broad discretion, state and federal laws set clear boundaries. Employers can’t fire workers for reasons that violate specific protections—even if no formal contract exists.

Unlawful dismissals occur when employers break anti-discrimination statutes or retaliate against protected actions. Common situations include: Explore the legal boundaries of at-will employment in Missouri. This guide clarifies when a termination crosses the line from unfair to legally actionable. Wrongful termination is the illegal firing of an employee in violation of state or federal law. While Missouri is an at-will employment state, allowing employers to fire employees for nearly any reason, this rule has several important exceptions.

These exceptions prevent termination for unlawful reasons, such as discrimination or retaliation for exercising legal rights. The foundation of Missouri’s employment law is the “at-will” doctrine. This principle holds that either the employer or the employee can end the employment relationship at any time for any reason, as long as the reason is not illegal. An employer can terminate an employee for reasons that may seem unfair, such as a personality conflict or a mistaken belief about performance. The doctrine provides significant flexibility to employers in managing their workforce. This flexibility also extends to employees, who have the right to leave their job at any time for any reason.

Many terminations, while perhaps unjust, are not legally actionable. For a termination to be considered “wrongful,” it must fall into one of the specific exceptions to this rule established by law. A primary exception to at-will employment is termination based on illegal discrimination. The Missouri Human Rights Act (MHRA) and federal laws like Title VII of the Civil Rights Act make it illegal for an employer to fire someone based on their protected status. In Missouri, these protected classes include: If you have been fired by your employer in Missouri you may be able to sue for wrongful termination if your employment was terminated illegally under Missouri labor laws.

Most employees in Missouri working on hourly wages are employed under at-will conditions. Employers can terminate an employee’s employment at any time without having to give a reason. However, if you believe that you were fired due to discrimination or for some other reason that is illegal in Missouri, then you can make a formal complaint to a state or federal agency. If the issue cannot be resolved, you have the right to pursue resolution through the civil court. Pursing a lawsuit against your employer is a challenging process and you are advised to seek legal help from an employment lawyer. At-will employment is the most common arrangement for waged employees in Missouri, as it is in most other states.

It does not apply to those on salaries or who are employed on employment contracts. At-will employment allows both employers and employees to terminate employment at any time without having to give notice or reason for termination. Employees who are employed under an employment contract or agreement can only be fired under the conditions of the contract. Employment contracts also determine things like wages, hours of work, duties, work benefits, if any and what notice should be given before termination. Missouri law restricts at-will termination in certain circumstances. Employers cannot fire an employee because they have claimed workers’ compensation, for example.

In fact there are a number of reasons why at-will employment cannot be terminated legally. If an employee is fired for any of these reasons, they have grounds for filing a complaint with the state or federal anti-discrimination agency or state labor department. A common reason given by employees who have been fired is that they have been discriminated against. Missouri law prevents employers from discriminating against employees on the basis of a number of ‘protected categories.’ Discrimination is illegal on the basis of: If you believe that you were fired illegally because of discrimination or any of the reasons given below, you may have the right to sue your employer. However, you cannot pursue a lawsuit directly without first going through the process of filing a complaint with the relevant agency such as the Missouri Commission on Human Rights (MCHR) or the federal equivalent,...

These are the agencies that deal with any instance of workplace discrimination. The Missouri Department of Labor (DoL) will investigate other prohibited practices, such as firing an employee because of: Missouri follows the *Employment-At-Will doctrine in employment matters. This means that either the employer or employee can terminate the employment relationship at any time and for any reason, unless: An employee cannot bring a wrongful termination claim simply because he or she was terminated. There has to be evidence or some indication that the firing was wrongful because it violated a law.

If an employee is successful in such a claim, he or she may be able to recover lost wages, damages for mental and emotional distress and, potentially, punitive damages. Remember, you can always consult with a private attorney on any of the above employment issues by finding an employment lawyer through The Missouri Bar Lawyers Referral Service If you click on any link on this page you may be leaving this website. Suggestion - search the Labor/Employment categories under the Area of Law field. If you have been terminated from your job or you quit your job because your employer violated one or more of the reasons listed above, you may have other legal options. Remember, termination cases can be extremely complicated to prove.

If you think you have been terminated illegally or you quit your job because your employer violated one of the reasons listed above, you can take the following additional steps: Losing your job is never easy. But when you suspect that your termination wasn't just unfair, but unlawful, the emotional toll can be even heavier. Many people don't realize that wrongful termination is more common than they think, and even fewer understand what their rights truly are under employment law. Employers have the right to run their businesses and make decisions, including firing employees. But that right has legal limits.

If your dismissal violated state or federal laws or went against public policy, you might have a case for wrongful termination. Lampert Law Office, LLC in Springfield, Missouri, is dedicated to defending working people. Wrongful termination happens when an employer fires an employee for illegal reasons. Missouri is an "at-will" employment state, meaning employers can generally terminate employees at any time and for almost any reason. However, there are still critical exceptions. Even in at-will states like Missouri, terminations can't violate employment law protections.

That means a firing can't be based on discrimination, retaliation, or breach of contract, among other things. Although employers usually offer vague reasons for letting someone go, some dismissals clearly break the law. Here are a few examples of when a firing may be unlawful: Missouri employers benefit from the flexibility of at-will employment, which permits the termination of employees for nearly any reason. However, this flexibility does not mean employers are immune from legal consequences when terminations cross into unlawful territory. Wrongful termination in Missouri arises when an employee is dismissed in violation of anti-discrimination laws, public policy, contract terms, or in retaliation for engaging in protected activity.

Understanding Missouri’s termination laws is essential for businesses aiming to stay compliant, avoid legal claims, and maintain fair employment practices. Termination laws outline how an employer can legally end an employment relationship, while wrongful termination laws define what constitutes an unlawful firing. Although Missouri adheres to the at-will employment doctrine, employers still must comply with both federal and state employment statutes. Wrongful termination occurs when a dismissal is based on discriminatory motives, retaliation against protected actions, breach of a contractual obligation, or in a way that violates established public policy. These violations can result in significant legal liability, making it crucial for employers to have a clear understanding of both their rights and responsibilities. Yes, Missouri is an at-will employment state.

This means that unless there is a specific employment contract stating otherwise, either the employer or the employee may terminate the relationship at any time, for any reason, or for no reason at all. However, there are important exceptions. Employers cannot terminate employees for reasons that are unlawful under federal or state law, such as discrimination or retaliation. Missouri courts also recognize public policy exceptions, where terminating an employee for reasons that contravene important legal principles—such as reporting illegal activity or refusing to commit an unlawful act—may be grounds for a wrongful... Additionally, employers should be cautious about making promises in handbooks, policies, or verbal statements that could be interpreted as creating contractual obligations. Wrongful termination in Missouri can occur under several circumstances, most commonly: discrimination, retaliation, breach of contract, and public policy violations.

Discrimination is prohibited under federal laws like Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA). Missouri’s Human Rights Act mirrors these protections and includes additional categories such as ancestry and pregnancy. Employers may not terminate employees based on any protected characteristic. Retaliation is also illegal. This includes firing an employee for filing a discrimination claim, reporting safety violations, requesting medical leave, or participating in a workplace investigation. A termination that breaches an express or implied employment contract may also be unlawful.

For example, if an agreement promises continued employment under certain conditions or outlines a specific disciplinary process, employers must adhere to those terms. Public policy violations occur when an employee is dismissed for exercising legal rights or refusing to engage in illegal conduct. This includes actions such as filing for workers’ compensation, reporting misconduct, or serving on a jury. Missouri’s wrongful termination laws largely parallel federal standards, but the state provides some additional protections. Title VII, the ADA, and the ADEA set the baseline for federal anti-discrimination enforcement, while Missouri’s Human Rights Act offers similar protections and applies to employers with six or more employees—lower than the 15-employee... The Missouri Commission on Human Rights (MCHR) enforces these protections at the state level and shares jurisdiction with the Equal Employment Opportunity Commission (EEOC).

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