Employment At-Will: Kansas
Federal law and guidance on this subject should be reviewed together with this section.
Authors: Alan L. Rupe and Daniel Press, Kutak Rock LLP
- Kansas adheres to the employment at-will doctrine, derived from decisions by the Kansas Supreme Court. See Employment At-Will Doctrine, Generally.
- Kansas law allows for a major exception to at-will employment, that all employers operating in the state should be familiar with. See Employment Circumstances.
- Information contained in an employee handbook or policy manual may be considered a factor in a larger consideration of whether an implied contract existed. See Employee Handbooks and Policy Manuals.
- Similarly, verbal promises by employers may be considered as a factor toward determining the existence of an implied contractual relationship. See Verbal Promises.
- Kansas allows for two discrete public policy exceptions to the employment at-will doctrine, but the Kansas Supreme Court requires plaintiffs to satisfy an evidentiary threshold. See Public Policy Exceptions.
- Kansas does 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.
- Claims for intentional infliction of emotional distress, defamation, quantum meruit and retaliatory discharge are actionable in Kansas. See Exceptions in Tort.