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Involuntary Terminations: South Carolina

Involuntary Terminations requirements for other states

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

Author: Meryl Gutterman, Nukk-Freeman & Cerra, P.C.


  • Where the at-will employment relationship has been modified by the terms of a specific verbal or written agreement, South Carolina employees may only be terminated for cause. See Termination for Cause.
  • The South Carolina Payment of Wages Act sets forth rules for how employers should make the final payment of wages. See Payment of Final Wages.
  • Some individuals may not be eligible for unemployment benefits, depending on the reason for termination. See Eligibility for Unemployment Benefits.
  • Public employees are protected by the South Carolina Whistleblower Act when reporting allegations of misconduct and wrongdoing by a public official or employee. See South Carolina Whistleblower Law.
  • South Carolina has a whistleblower protection statute for public and private employees who report violations of statutes, rules or regulations regarding occupational safety and health. See Occupational Safety and Health Act Whistleblower Protections.
  • South Carolina law restricts employers in their ability to terminate individuals based on their use of lawful products or political affiliations. See Other Restrictions on Termination.
  • South Carolina has laws that apply to certain employers planning or implementing a reduction in force, requiring those employers to disclose more information and seek pre-approval of any RIF from a state agency. See Layoffs, Reductions in Force and Plant Closings.