Employment At-Will: Michigan
Federal law and guidance on this subject should be reviewed together with this section.
- Michigan recognizes the employment at will doctrine, but with significant exceptions. See Employment at will Doctrine, Generally.
- In Michigan, a plaintiff may use three different methods to prove that a just cause employment relationship exists. See Employment Contracts.
- Verbal assurances by the employer may alter the at-will nature of employment in Michigan if they meet a certain evidentiary threshold. See Verbal Contracts.
- In Michigan, provisions of employee handbooks or policy manuals may alter the at-will employment relationship and may even create liability for employers where handbook statements are inaccurate. See Employee Handbooks.
- Michigan employers may limit their liability for wrongful discharge by including clear and unambiguous contractual disclaimers in their employment applications, handbooks and/or policy manuals. See Employee Handbooks.
- Michigan courts do not recognize the implied covenant of good faith and fair dealing in the context of at-will employment relationships. See Implied Covenant of Good Faith and Fair Dealing.
- Michigan courts identify three specific public policy exceptions to the employment at will doctrine. See Public Policy Exceptions.
- Employers in Michigan may be liable for a variety of employment-related torts. See Exceptions in Tort.