Employment At-Will: Oklahoma
Federal law and guidance on this subject should be reviewed together with this section.
Author: Jonathan G. Rector, Crowe & Dunlevy
- In Oklahoma, employment is presumed to be at-will, rebuttable only under limited circumstances. See Employment At-Will Doctrine, Generally.
- Verbal assurances of continued employment can alter the at-will status of employees, so long as the employee can offer a specific type of proof. See Employment Contracts.
- Similarly, certain provisions of employee handbooks or policy manuals can alter the at-will status of employees if the provisions reach a certain evidentiary threshold. See Employment Contracts.
- Oklahoma courts are generally reluctant to recognize wrongful termination claims in violation of public policy, but such claims can be successful if the employee can meet his or her evidentiary burden. See Public Policy Exceptions.
- Oklahoma does not impose a covenant of good faith and fair dealing on employers as it may pertain to their relationship with at-will employees. See Implied Covenant of Good Faith and Fair Dealing.
- Claims for intentional infliction of emotional distress and intentional interference with an employment relationship are also actionable in Oklahoma. See Exceptions in Tort.