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Employment At-Will: Idaho

Employment At-Will requirements for other states

Federal law and guidance on this subject should be reviewed together with this section.

Author: XpertHR Editorial Team


  • Idaho courts presume that all employment is at-will, meaning that employees who wish to argue for the existence of an employment contract will bear the burden of proof. See Employment At-Will Doctrine, Generally.
  • Verbal promises may create implied contracts, depending on whether they contain requisite details and whether they are intended to last for specific periods of time. See Employment Contracts.
  • Similarly, written provisions contained in employee handbooks or policy manuals may create implied contracts, but courts will look for specific wording of alleged written promises, and whether the employer included sufficient disclaimer language in the handbook or policy manual. See Employment Contracts.
  • Idaho courts recognize public policy exceptions to the employment at-will doctrine, but they will analyze claims for wrongful termination in violation of public policy very strictly. See Public Policy Exceptions.
  • Interestingly, Idaho is one of the few states that require employers to abide by the implied covenant of good faith and fair dealing as it applies to at-will employment relationships. See Implied Covenant of Good Faith and Fair Dealing.
  • Idaho courts recognize other claims against employers, including intentional infliction of emotional distress, defamation and promissory estoppel or fraudulent misrepresentation. See Exceptions in Tort.