Separation From Employment: Kansas
Federal law and guidance on this subject should be reviewed together with this section.
Author: XpertHR Editorial Team
- Where a verbal contract or the terms of an employee handbook or policy manual have created an employment contract, Kansas employees may then only be terminated for cause. However, there is no universal definition of cause in the state of Kansas. See Termination for Cause.
- Kansas employers who provide outgoing employees with their final paycheck must adhere to state regulations concerning timing of payment. Employers are subject to penalties if they do not comply. See Termination Pay.
- Kansas employers are permitted to ask employees to sign non-compete agreements or restrictive covenants when they leave employment. Such agreements may or may not be enforceable, however, depending on their scope. See Restrictive Covenants.
- Kansas law requires an employer to provide a service letter upon the written request of a terminated employee. See Service Letters.
- Kansas has its own standard for constructive discharge, or forced resignation claims and a particular statute of limitations that accrues at a fixed time. See Constructive Discharge.
- Employers with COVID-19 vaccine requirements that terminate employees who have requested an exemption for failing to comply may be subject to penalties. See COVID-19 Vaccine Mandates.