Job offer letter template
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General information, not legal advice. This page is for general information only and isn’t legal, financial or tax advice. Laws vary by state and change; check the official source or talk to a qualified professional about your situation. Every rule on this page links to its official source.
Fill in the job offer letter
Preview
Offer of Employment
Dear [Candidate name],
We are pleased to offer you the position of [Job title] at [Company name]. You will report to [Reports to], and your first day will be [Start date].
Position
- Job title: [Job title]
- Employment type: [Employment type]
- Work location: [Work location]
- Expected schedule: [Expected schedule]
- Overtime status: [Overtime status]
Pay and benefits
- Pay: [Pay], less applicable tax withholdings
- Paydays: [How often you pay]
- Benefits: [Benefits]
- Paid time off: [Paid time off]
[Note for you: Choose your state above to see its rule on the minimum wage, or check it with your state labor office before you send this.]
[Note for you: Choose your state above to see its rule on how often wages are paid, or check it with your state labor office before you send this.]
[Note for you, delete before sending: if you mark the job as exempt, check the duties and salary tests first. The U.S. Department of Labor says: 'Job titles do not determine exempt status.'] (official source)
Conditions of this offer
This offer is contingent on [Conditions of the offer].
On your first day, please bring documents that show your identity and authorization to work in the United States. The list of acceptable documents is on Form I-9. (official source)
Employment relationship
Your employment with [Company name] is at will. This means that you or the company may end the employment relationship at any time, with or without cause or advance notice. This letter is not a contract of employment for any particular period.
[Note for you: Choose your state above to see its rule on at-will employment and its exceptions, or check it with your state labor office before you send this.]
Next steps
To accept this offer, please sign below and return a copy by [Reply by]. If you have any questions, contact [Your name (signing the letter)].
We look forward to working with you.
Sincerely,
[Your name (signing the letter)], [Your job title], [Company name]
Acceptance
I accept this offer on the terms described above.
______________________ Date: __________
Candidate signature ([Candidate name])
For names with non-Latin characters, use .docx.
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About this template
A clear job offer letter: the position, start date, pay and pay schedule, the conditions of the offer, the at-will statement and a line to accept. Pick your state to see its minimum wage and payday rules while you write.
An offer letter confirms the main terms of a job in writing before the first day: the title, who the person reports to, the start date, pay and how often it is paid, any conditions such as a background check, and how to accept. A clear letter avoids the most common first-week misunderstandings about pay and hours.
Pick your state above: the preview shows notes on the minimum wage and pay-frequency rules to check against the pay you offer. Fill in the fields and download the letter as .docx or .pdf. Nothing you type leaves your browser.
Rules for this document in your state
The minimum wageChoose your stateRules with official sources
Choose your state above to see the rule we have verified, or check it with your state labor office.
How often wages are paidChoose your stateRules with official sources
Choose your state above to see the rule we have verified, or check it with your state labor office.
At-will employment and its exceptionsChoose your stateRules with official sources
Choose your state above to see the rule we have verified, or check it with your state labor office.
Verified so far, by state
Each rule below was checked against official sources. States not listed have not been verified yet for these topics; check them with the state labor office.
| State | Rule and law | Verified |
|---|---|---|
| Alabama | At-will employment and its exceptions: Under Hoffman-La Roche v. Campbell, the language of an employee handbook can create a binding unilateral contract that modifies at-will status, unless the handbook expressly disclaims it. (McClendon v. Liberty National Life Ins. Co., No. 3:11-cv-1018-WKW (M.D. Ala. 2013), discussing Hoffman-La Roche, Inc. v. Campbell, 512 So. 2d 725 (Ala. 1987)) | Sep 24, 2026 · 2 official pages from the same agency |
| Alaska | The minimum wage: Alaska minimum wage is $14.00 per hour (from July 1, 2026). (Alaska Wage and Hour Act (U.S. DOL WHD State Minimum Wage Laws table)) | Sep 24, 2026 · 2 official sources |
| Alaska | How often wages are paid: Employers must establish monthly or semi-monthly pay periods at the employee's election; monthly pay periods may be agreed in an annual initial contract of employment. (U.S. DOL WHD State Payday Requirements) | Sep 24, 2026 · 2 official sources |
| Arizona | How often wages are paid: Employers must designate two or more fixed paydays in each month, not more than 16 days apart. (U.S. DOL WHD State Payday Requirements, footnote 3) | Sep 24, 2026 · 2 official sources |
| Arizona | At-will employment and its exceptions: Implied contract: In Arizona employment is severable at will unless there is a written contract; a handbook or manual can create such a contract only if it expresses the intent that it is a contract of employment. Public policy: Arizona's Employment Protection Act replaced the common-law Wagenseller rule: a fired employee has a wrongful termination claim only in the circumstances the statute lists, such as discharge in violation of a state statute or in retaliation for refusing to break the law or for reporting violations. (A.R.S. § 23-1501(A)(2); A.R.S. § 23-1501(A)(3)) | Sep 24, 2026 · 2 official sources |
| Arkansas | The minimum wage: Arkansas minimum wage is $11.00 per hour for employers with 4 or more employees. (Arkansas Minimum Wage Act (U.S. DOL WHD State Minimum Wage Laws table)) | Sep 24, 2026 · 2 official sources |
| Arkansas | At-will employment and its exceptions: Good faith covenant: Arkansas courts do not recognize a wrongful discharge claim for breach of an implied covenant of good faith and fair dealing in at-will employment. Public policy: Arkansas recognizes a limited public policy exception (Sterling Drug v. Oxford): an at-will employee may sue for wrongful discharge if fired in violation of a well-established public policy of the state; it does not protect merely private interests. (Harper v. Brookshire's Grocery, No. 1:03-cv-01170-HFB (W.D. Ark. 2005), citing Gladden v. Arkansas Children's Hosp., 292 Ark. 130, 728 S.W.2d 501 (1987); Dixon v. Arkansas Surgical Hospital, No. 4:07-cv-00084-GTE (E.D. Ark. Mar. 25, 2008), quoting Palmer v. Arkansas Council on Economic Educ., 344 Ark. 461, 40 S.W.3d 784 (2001), and Sterling Drug, Inc. v. Oxford, 294 Ark. 239, 743 S.W.2d 380 (1988)) | Sep 24, 2026 · 2 official pages from the same agency |
| California | The minimum wage: California minimum wage is $16.90 per hour for all employers (effective January 1, 2026); higher industry-specific or local minimums may apply. (California minimum wage (U.S. DOL WHD State Minimum Wage Laws table)) | Sep 24, 2026 · 2 official sources |
| California | How often wages are paid: Most wages must be paid at least twice during each calendar month on days designated in advance as regular paydays (with some exceptions). (U.S. DOL WHD State Payday Requirements, footnote 10) | Sep 24, 2026 · 2 official sources |
| California | At-will employment and its exceptions: Implied contract: California's statutory at-will presumption can be overcome by an agreement, express or implied in fact, that the employee will be fired only for good cause; courts look at the totality of circumstances, including personnel policies, length of service, employer assurances and industry practice (Foley; Guz v. Bechtel). Public policy: California recognizes a tort claim for wrongful termination in violation of public policy (Tameny v. Atlantic Richfield Co.), an exception to the at-will rule of the Labor Code. (Order, No. 3:19-cv-04397 (N.D. Cal.), citing Guz v. Bechtel Nat. Inc., 24 Cal. 4th 317, 336 (2000); Order, No. 4:13-cv-02835-DMR (N.D. Cal. July 18, 2014), citing Tameny v. Atl. Richfield Co., 27 Cal.3d 167 (1980)) | Sep 24, 2026 · 2 official pages from the same agency |
| Colorado | The minimum wage: Colorado minimum wage is $15.16 per hour. (Colorado minimum wage (U.S. DOL WHD State Minimum Wage Laws table)) | Sep 24, 2026 · 2 official sources |
| Colorado | At-will employment and its exceptions: Good faith covenant: Colorado does not allow a tort claim for breach of the covenant of good faith and fair dealing in an employment contract (Decker v. Browning-Ferris); the public-policy wrongful discharge tort serves that role. Implied contract: Colorado recognizes an implied-contract exception: termination policies in a handbook or manual can bind the employer if they were an offer the employee accepted by starting or continuing work (Continental Air Lines v. Keenan); a clear and conspicuous disclaimer defeats the claim. Public policy: Colorado recognizes a tort claim for wrongful discharge in violation of public policy (Martin Marietta Corp. v. Lorenz): a fired employee has a claim if the discharge contravenes a clear mandate of public policy. (Colorado Pattern Civil Jury Instructions, Chapter 31, Notes on Use, citing Decker v. Browning-Ferris Indus., Inc., 931 P.2d 436 (Colo. 1997); Colorado Pattern Civil Jury Instructions, Chapter 31, Instruction 31:4, Notes on Use, citing Continental Air Lines, Inc. v. Keenan, 731 P.2d 708 (Colo. 1987); Colorado Pattern Civil Jury Instructions, Chapter 31 (Wrongful Discharge), Instruction 31:12, Notes on Use, citing Martin Marietta Corp. v. Lorenz, 823 P.2d 100 (Colo. 1992)) | Sep 24, 2026 · 2 official sources |
| Connecticut | The minimum wage: Connecticut minimum wage is $16.94 per hour (effective January 1, 2026). (Connecticut minimum wage (U.S. DOL WHD State Minimum Wage Laws table)) | Sep 24, 2026 · 2 official sources |
| Connecticut | How often wages are paid: Employers must pay weekly all wages due on a regular payday designated in advance; the Labor Commissioner may permit less frequent paydays on application. (U.S. DOL WHD State Payday Requirements) | Sep 24, 2026 · 2 official sources |
| Connecticut | At-will employment and its exceptions: Implied contract: Connecticut recognizes that statements in an employer's personnel manual or handbook can, in appropriate circumstances, create an express or implied contract that limits at-will termination; clear disclaimers can prevent this. Public policy: Connecticut recognizes a common-law claim for wrongful discharge when an at-will employee is fired in violation of an important public policy (Sheets v. Teddy's Frosted Foods). Courts treat the exception as narrow, and it is generally unavailable where a statute already provides a remedy. (Wood v. Sempra Energy Trading Corp. (D. Conn. 2005), applying Finley v. Aetna Life & Casualty Co., 202 Conn. 190 (1987); Connecticut Civil Jury Instructions 3.14-3 Wrongful Discharge (citing Thibodeau v. Design Group One Architects, LLC, 260 Conn. 691 (2002))) | Sep 24, 2026 · 2 official pages from the same agency |
| Delaware | The minimum wage: Delaware minimum wage is $15.00 per hour (effective January 1, 2025); if the federal rate is higher, the federal rate applies. (Delaware minimum wage (U.S. DOL WHD State Minimum Wage Laws table)) | Sep 24, 2026 · 2 official sources |
| Delaware | How often wages are paid: Employers must pay all wages on regular paydays designated in advance, at least once during each calendar month. (U.S. DOL WHD State Payday Requirements) | Sep 24, 2026 · 2 official sources |
| Delaware | At-will employment and its exceptions: Good faith covenant: Delaware reads an implied covenant of good faith and fair dealing into at-will employment, but strictly limits it to four exclusive categories: public policy violations, employer misrepresentations relied on by the employee, using superior bargaining power to deprive the employee of earned compensation, and falsified or manipulated records used to create fictitious grounds for termination (Pressman). Implied contract: Delaware courts hold that an employee handbook that is a unilateral statement of company policies does not create an employment contract; a contract limiting at-will termination must expressly create a definite term or otherwise expressly bar at-will termination. Public policy: Delaware recognizes a claim when an at-will employee's termination violates public policy, but it is handled as one of the four exclusive categories of the implied covenant of good faith and fair dealing (E.I. duPont de Nemours & Co. v. Pressman), and applies only where no other remedial scheme exists. (U.S. District Court, D. Del., No. 00-803 (Brooks v. Nationwide), citing Lord v. Souder, 748 A.2d 393 (Del. 2000) and E.I. duPont de Nemours & Co. v. Pressman, 679 A.2d 436 (Del. 1996); U.S. District Court, D. Del., No. 00-803 (Brooks v. Nationwide), citing Heideck v. Kent General Hospital, Inc., 446 A.2d 1095 (Del. 1982); Pratt v. M&T Bank Corp., No. 14-cv-1126 (D. Del.), citing Bailey v. City of Wilmington, 766 A.2d 477 (Del. 2001) and E.I. duPont de Nemours & Co. v. Pressman, 679 A.2d 436 (Del. 1996)) | Sep 24, 2026 · 2 official pages from the same agency |
| District of Columbia | The minimum wage: District of Columbia minimum wage is $18.40 per hour beginning July 1, 2026; it is adjusted annually on July 1. (D.C. Minimum Wage Act (U.S. DOL WHD State Minimum Wage Laws table)) | Sep 24, 2026 · 2 official sources |
| District of Columbia | How often wages are paid: Employers must pay wages on regular paydays designated in advance, at least twice during each calendar month; bona fide administrative, executive and professional employees must be paid at least once per month, and an employer that by contract or custom has paid wages at least once each calendar month may continue to do so. (U.S. DOL WHD State Payday Requirements) | Sep 24, 2026 · 2 official sources |
| District of Columbia | At-will employment and its exceptions: Implied contract: In D.C., an employee handbook or personnel manual can create an implied contract that overrides at-will status, for example when it states specific preconditions that must be met before termination (Strass v. Kaiser); a clear disclaimer generally preserves at-will status. Public policy: The District of Columbia recognizes a very narrow public policy exception to at-will employment (Adams v. George W. Cochran & Co.): an at-will employee may sue for wrongful discharge when the sole reason for the firing was refusing to violate a statute or municipal regulation; Carl v. Children's Hospital allows further exceptions solidly based on a statute or regulation. (Memorandum Opinion, No. 1:10-cv-00900-JDB (D.D.C. Dec. 21, 2010), citing Washington Welfare Ass'n v. Wheeler, 496 A.2d 613, 615 (D.C. 1985); Order, No. 1:15-cv-01700 (D.D.C.), quoting Adams v. George W. Cochran & Co., 597 A.2d 28, 34 (D.C. 1991), and citing Carl v. Children's Hospital, 702 A.2d 159 (D.C. 1997)) | Sep 24, 2026 · 2 official pages from the same agency |
| Georgia | The minimum wage: Employers 6 or more: Georgia's state minimum wage is $5.15 per hour for employers of 6 or more employees, but most employers are covered by the federal FLSA and must pay the federal minimum wage instead. Flsa covered: Georgia employers subject to the federal Fair Labor Standards Act must pay the federal minimum wage of $7.25 per hour. (State Minimum Wage Laws (U.S. DOL Wage and Hour Division table, updated July 1, 2026)) | Sep 24, 2026 · 2 official sources |
| Hawaii | The minimum wage: Hawaii's minimum wage is $16.00 per hour. (State Minimum Wage Laws (U.S. DOL Wage and Hour Division table, updated July 1, 2026)) | Sep 24, 2026 · 2 official sources |
| Hawaii | How often wages are paid: Hawaii private employers must pay wages at least twice a month (semi-monthly); monthly pay is allowed only by employee election under a special procedure or by exception from the director. (State Payday Requirements (U.S. DOL Wage and Hour Division table, January 1, 2023)) | Sep 24, 2026 · 2 official sources |
| Hawaii | At-will employment and its exceptions: Implied contract: In Hawaii the employer's right to fire at will can be contractually modified by statements in employee policy manuals or handbooks (Kinoshita v. Canadian Pacific Airlines). Public policy: Hawaii recognizes a common-law claim for at-will employees fired in violation of a clear mandate of public policy (a Parnar claim, from Parnar v. Americana Hotels). (Du Preez v. Banis, No. 1:14-cv-00171-LEK (D. Haw. Sept. 30, 2015), quoting Shoppe v. Gucci Am., Inc., 94 Hawai`i 368 (2000), and Kinoshita v. Canadian Pac. Airlines, 68 Haw. 594, 601 (1986); Order, No. 1:11-cv-00326 (D. Haw.), citing Parnar v. Americana Hotels, Inc., 652 P.2d 625, 631 (Haw. 1982)) | Sep 24, 2026 · 2 official pages from the same agency |
| Illinois | The minimum wage: Illinois' minimum wage is $15.00 per hour for employers of 4 or more employees (excluding family members), for employees 18 and older. (State Minimum Wage Laws (U.S. DOL Wage and Hour Division table, updated July 1, 2026)) | Sep 24, 2026 · 2 official sources |
| Illinois | How often wages are paid: Illinois employers must pay wages at least semi-monthly. (State Payday Requirements (U.S. DOL Wage and Hour Division table, January 1, 2023)) | Sep 24, 2026 · 2 official sources |
| Illinois | At-will employment and its exceptions: Implied contract: Illinois recognizes that an employee handbook or other policy statement can create enforceable contractual rights that limit at-will employment when the traditional requirements for contract formation are met (Duldulao v. Saint Mary of Nazareth Hospital Center). Public policy: Illinois recognizes the tort of retaliatory discharge: an employer may fire an at-will employee for any reason or no reason, except when the discharge violates a clearly mandated public policy (Kelsay v. Motorola; Palmateer v. International Harvester). The Illinois Supreme Court describes the tort as limited and narrow. (Ross v. May Co. (Ill. App. Ct., 1st Dist., No. 1-06-0239, 2007), quoting Duldulao v. Saint Mary of Nazareth Hospital Center, 115 Ill. 2d 482, 490 (1987); Turner v. Memorial Medical Center, 233 Ill. 2d 494 (2009) (Ill. Sup. Ct. Docket No. 107317), quoting Barr v. Kelso-Burnett Co., 106 Ill. 2d 520 (1985)) | Sep 24, 2026 · 2 official pages from the same agency |
| Indiana | The minimum wage: Indiana's minimum wage is $7.25 per hour for employers of 2 or more employees. (State Minimum Wage Laws (U.S. DOL Wage and Hour Division table, updated July 1, 2026)) | Sep 24, 2026 · 2 official sources |
| Indiana | At-will employment and its exceptions: Good faith covenant: Indiana does not recognize a duty of good faith and fair dealing owed by an employer to an at-will employee. Public policy: Indiana recognizes only a narrow public policy exception: an employee fired for exercising a clear statutory right (Frampton, workers' compensation) or for refusing to commit an illegal act for which the employee would be personally liable (McClanahan) has a wrongful discharge claim. (Farr v. St. Francis Hospital & Health Centers, No. 1:06-cv-00779-SEB-JMS (S.D. Ind. Sept. 26, 2007), quoting Hamblen v. Danners, Inc., 478 N.E.2d 926, 929 (Ind. Ct. App. 1985); Farr v. St. Francis Hospital & Health Centers, No. 1:06-cv-00779-SEB-JMS (S.D. Ind. Sept. 26, 2007), citing Montgomery v. Bd. of Trustees of Purdue Univ., 849 N.E.2d 1120, 1128 (Ind. 2006)) | Sep 24, 2026 · 2 official pages from the same agency |
| Iowa | The minimum wage: Iowa's minimum wage is $7.25 per hour. (State Minimum Wage Laws (U.S. DOL Wage and Hour Division table, updated July 1, 2026)) | Sep 24, 2026 · 2 official sources |
| Iowa | How often wages are paid: Iowa employers must pay most employees on a regular payday at least monthly (weekly, bi-weekly, semi-monthly or monthly are all allowed), no later than 12 days (excluding Sundays and legal holidays) after the end of the pay period. (State Payday Requirements (U.S. DOL Wage and Hour Division table, January 1, 2023)) | Sep 24, 2026 · 2 official sources |
| Iowa | At-will employment and its exceptions: Iowa recognizes a narrow tort for wrongful discharge in violation of a clearly defined public policy, covering discharge for enforcing a statutory right, refusing to participate in illegal activity, or reporting workplace illegalities. (Carver-Kimm v. Reynolds (Iowa Supreme Court, June 23, 2023), citing Jasper v. H. Nizam, Inc., 764 N.W.2d 751, 761 (Iowa 2009)) | Sep 24, 2026 · 2 official pages from the same agency |
| Kansas | The minimum wage: Kansas' minimum wage is $7.25 per hour; the state law excludes employment subject to the federal FLSA. (State Minimum Wage Laws (U.S. DOL Wage and Hour Division table, updated July 1, 2026)) | Sep 24, 2026 · 2 official sources |
| Kansas | How often wages are paid: Kansas employers must pay all wages due at least once each calendar month, on regular paydays designated in advance. (State Payday Requirements (U.S. DOL Wage and Hour Division table, January 1, 2023)) | Sep 24, 2026 · 2 official sources |
| Kansas | At-will employment and its exceptions: Implied contract: Kansas recognizes that an employer can create an implied-in-fact contract limiting at-will termination through representations in an employment manual or other sources (Morriss v. Coleman Co.); the question is the parties' intent, judged from all the circumstances. Public policy: Kansas recognizes common-law retaliatory discharge claims as a public policy exception to at-will employment, notably for exercising workers' compensation rights and for good-faith whistleblowing; the claim is unavailable where an adequate alternative statutory remedy exists. (Taylor v. Home Depot USA, Inc., No. 6:05-cv-01300-WEB (D. Kan. Mar. 20, 2007), citing Morriss v. Coleman Co., 241 Kan. 501, 738 P.2d 841 (1987); Debus v. Burlington Northern & Santa Fe Railway Co., No. 2:15-cv-09121-JAR (D. Kan. Jan. 14, 2016)) | Sep 24, 2026 · 2 official pages from the same agency |
| Kentucky | The minimum wage: Kentucky's minimum wage is $7.25 per hour. (State Minimum Wage Laws (U.S. DOL Wage and Hour Division table, updated July 1, 2026)) | Sep 24, 2026 · 2 official sources |
| Kentucky | How often wages are paid: Kentucky requires at least semi-monthly paydays. (State Payday Requirements (U.S. DOL Wage and Hour Division table, January 1, 2023)) | Sep 24, 2026 · 2 official sources |
| Kentucky | At-will employment and its exceptions: Kentucky recognizes a narrow common-law claim for wrongful discharge in violation of public policy (Firestone Textile v. Meadows; Grzyb v. Evans): the discharge must be contrary to a fundamental, well-defined public policy evidenced by a constitutional or statutory provision, which the court decides as a question of law. (Lewis-Smith v. Western Kentucky University, No. 1:12-cv-00014-JHM (W.D. Ky. Jan. 9, 2015), citing Grzyb v. Evans, 700 S.W.2d 399, 401 (Ky. 1985)) | Sep 24, 2026 · 2 official pages from the same agency |
| Louisiana | At-will employment and its exceptions: Louisiana does not recognize a common-law public-policy exception to at-will employment; under the Civil Code an employer may dismiss an at-will employee for any reason, provided the termination does not violate a statutory or constitutional provision (such as anti-discrimination laws). (U.S. Bureau of Labor Statistics, Monthly Labor Review (Jan. 2001), "The employment-at-will doctrine: three major exceptions") | Sep 24, 2026 · 2 official sources |
| Maine | The minimum wage: Maine's state minimum wage is $15.10 per hour. (Maine minimum wage law (DOL WHD state minimum wage table, updated July 1, 2026)) | Sep 24, 2026 · 2 official sources |
| Maine | How often wages are paid: Employers must pay wages at regular intervals not to exceed 16 days; this does not apply to members of the employer's family or to salaried employees. (Maine payday law (DOL WHD State Payday Requirements, footnote 8)) | Sep 24, 2026 · 2 official sources |
| Maine | At-will employment and its exceptions: Maine enforces a promise that employment may be ended only for cause only if the restriction on the employer’s right to terminate is clearly stated; employee manuals whose restrictions are not clearly stated are not contracts (Larrabee v. Penobscot Frozen Foods). (Fitzpatrick v. Teleflex, No. 1:08-cv-400 (D. Me.), citing Larrabee v. Penobscot Frozen Foods, 486 A.2d 97, 99-100 (Me. 1984)) | Sep 24, 2026 · 2 official pages from the same agency |
| Maryland | The minimum wage: Maryland's state minimum wage is $15.00 per hour. (Maryland minimum wage law (DOL WHD state minimum wage table, updated July 1, 2026)) | Sep 24, 2026 · 2 official sources |
| Maryland | How often wages are paid: Employers must set regular pay periods and pay each employee at least once every 2 weeks or twice each month (bi-weekly or semi-monthly); administrative, executive or professional employees may be paid less frequently. (Maryland payday law (DOL WHD State Payday Requirements table)) | Sep 24, 2026 · 2 official sources |
| Maryland | At-will employment and its exceptions: Implied contract: In Maryland, personnel-policy or handbook provisions that limit the employer’s discretion to terminate, or set a required termination procedure, may become enforceable contractual undertakings if properly expressed and communicated (Staggs v. Blue Cross of Maryland); an express disclaimer of contractual intent defeats the claim. Public policy: Maryland recognizes a tort of wrongful ("abusive") discharge when the motivation for firing an at-will employee contravenes a clear mandate of public policy (Adler v. American Standard Corp.); courts treat it as a narrow exception. (Spacesaver Systems, Inc. v. Adam, No. 1797, Sept. Term 2011 (Md. Ct. Spec. App., reported), quoting Staggs v. Blue Cross of Maryland, Inc., 61 Md. App. 381 (1985); Parks v. Alpharma, Inc., 421 Md. 59 (2011) (Md. Court of Appeals, No. 115, Sept. Term 2010), discussing Adler v. American Standard Corp., 291 Md. 31 (1981)) | Sep 24, 2026 · 2 official pages from the same agency |
| Massachusetts | At-will employment and its exceptions: Good faith covenant: Massachusetts implies a covenant of good faith and fair dealing in at-will employment contracts, but it is limited: an employer who fires an employee in bad faith is liable for unpaid compensation clearly connected to work already performed (Fortune v. National Cash Register). Public policy: Massachusetts recognizes a wrongful-termination claim for at-will employees only when the firing violates a clearly established public policy (King v. Driscoll); the Supreme Judicial Court interprets this exception narrowly. (Bradley v. Cruz, No. 1:13-cv-12927 (D. Mass. Nov. 3, 2014), quoting Harrison v. NetCentric Corp., 744 N.E.2d 622, 629 (Mass. 2001), and Fortune v. Nat’l Cash Register Co., 364 N.E.2d 1251 (Mass. 1977); Dineen v. Dartmouth-Hitchcock Medical Center, No. 1:13-cv-12200 (D. Mass. Feb. 3, 2014), quoting King v. Driscoll, 418 Mass. 576, 582 (1994)) | Sep 24, 2026 · 2 official sources |
| Michigan | At-will employment and its exceptions: Implied contract: Michigan's at-will presumption can be rebutted: stated employer policies and established procedures can make a right to continued employment absent just cause enforceable in contract or through a legitimate-expectations claim (Toussaint v. Blue Cross & Blue Shield). Public policy: Michigan recognizes limited public policy exceptions (Suchodolski v. Michigan Consolidated Gas): an employee fired for refusing to violate a law, performing a legal duty, or exercising a legal right can sue; no such claim lies where a statute already prohibits the retaliation and provides a remedy. (Kinch v. Pinnacle Foods Group LLC, No. 2:16-cv-12840 (E.D. Mich. July 17, 2017), quoting Toussaint v. Blue Cross & Blue Shield of Michigan, 292 N.W.2d 880, 894 (Mich. 1980); Order, No. 1:04-cv-00835 (W.D. Mich. Aug. 8, 2006), citing Suchodolski v. Mich. Consol. Gas Co., 316 N.W.2d 710, 711 (Mich. 1982)) | Sep 24, 2026 · 2 official pages from the same agency |
| Minnesota | The minimum wage: Minnesota's state minimum wage is $11.41 per hour for all employers. (Minnesota minimum wage law (DOL WHD state minimum wage table, updated July 1, 2026)) | Sep 24, 2026 · 2 official sources |
| Minnesota | At-will employment and its exceptions: Minnesota recognizes only a narrow common-law public policy claim (Phipps v. Clark Oil): an employee fired for refusing to participate in an activity the employee in good faith believes violates a state or federal law, rule or regulation may sue; the Supreme Court has declined to recognize a broader claim for any violation of public policy. (Wredberg v. Canvas Health, Inc., No. A24-1897 (Minn. Aug. 12, 2026), citing Phipps v. Clark Oil & Refining Corp., 408 N.W.2d 569, 571 (Minn. 1987)) | Sep 24, 2026 · 2 official pages from the same agency |
| Mississippi | At-will employment and its exceptions: Mississippi recognizes only a narrow public policy exception to at-will employment (McArn v. Allied Bruce-Terminix): an employee may sue in tort if fired for refusing to participate in an illegal act or for reporting the employer's illegal acts. (McArn v. Allied Bruce-Terminix Co., 626 So. 2d 603, 607 (Miss. 1993), as stated in Nuwer v. Mariner Post-Acute Network, No. 00-60299 (5th Cir. 2003)) | Sep 24, 2026 · 2 official pages from the same agency |
| Missouri | The minimum wage: Missouri's state minimum wage is $15.00 per hour. (Missouri minimum wage law (DOL WHD state minimum wage table, updated July 1, 2026)) | Sep 24, 2026 · 2 official sources |
| Missouri | How often wages are paid: Corporations doing business in Missouri (and railroad operators) must pay wages at least semi-monthly; at the employer's option, executive, administrative and professional employees and employees paid on commission may be paid monthly. (Missouri payday law (DOL WHD State Payday Requirements table)) | Sep 24, 2026 · 2 official sources |
| Missouri | At-will employment and its exceptions: Missouri recognizes a public-policy exception to at-will employment (Fleshner v. Pepose Vision Institute): an at-will employee may not be fired for refusing to violate the law or a clear mandate of public policy, or for reporting wrongdoing. The Whistleblower's Protection Act codifies the existing common-law exceptions, limits their future expansion by the courts and is the exclusive remedy. (Mo. Rev. Stat. § 285.575.3 (Whistleblower's Protection Act, L. 2017 S.B. 43)) | Sep 24, 2026 · 2 official sources |
| Montana | The minimum wage: Montana minimum wage is $10.85 per hour for businesses with gross annual sales of more than $110,000. (Montana minimum wage (U.S. DOL WHD, State Minimum Wage Laws, updated July 1, 2026)) | Sep 24, 2026 · 2 official sources |
| Montana | How often wages are paid: If there is no established pay period or time when wages are due, the pay period is presumed to be semimonthly. (Montana payday (U.S. DOL WHD, State Payday Requirements, footnote 13)) | Sep 24, 2026 · 2 official sources |
| Montana | At-will employment and its exceptions: Montana's Wrongful Discharge from Employment Act replaces at-will employment once the probationary period ends: after the employee has completed the employer's probationary period, a discharge that is not for good cause is wrongful. The Act is the exclusive remedy for wrongful discharge and common-law tort and contract claims for discharge are preempted. (Mont. Code Ann. § 39-2-904(1)(b) (Wrongful Discharge from Employment Act)) | Sep 24, 2026 · 2 official sources |
| Nebraska | At-will employment and its exceptions: Nebraska recognizes a public policy exception to at-will employment: an employee may claim damages for wrongful discharge when the motivation for the firing contravenes public policy. The Nebraska Supreme Court describes it as limited to cases where a clear mandate of public policy has been violated. (Dibbern v. York Surgical Assocs., 318 Neb. 928 (2025)) | Sep 24, 2026 · 2 official sources |
| New Hampshire | At-will employment and its exceptions: New Hampshire recognizes a common-law wrongful termination claim when the employer fired the employee out of bad faith, malice, or retaliation, and did so because the employee performed acts public policy would encourage or refused to perform acts public policy would condemn (Cloutier; Short v. School Administrative Unit). (Faulkner v. Dartmouth-Hitchcock Medical Center, No. 1:12-cv-00482-SM (D.N.H. Aug. 12, 2015), quoting Short v. Sch. Admin. Unit No. 16, 136 N.H. 76, 84 (1992)) | Sep 24, 2026 · 2 official pages from the same agency |
| New Jersey | The minimum wage: New Jersey minimum wage is $15.92 per hour for most employees. (New Jersey minimum wage (U.S. DOL WHD, State Minimum Wage Laws, updated July 1, 2026)) | Sep 24, 2026 · 2 official sources |
| New Jersey | How often wages are paid: Wages must be paid at least twice during each calendar month on regular paydays designated in advance; bona fide executive, supervisory and other special classifications may be paid once per month. (New Jersey payday (U.S. DOL WHD, State Payday Requirements table row)) | Sep 24, 2026 · 2 official sources |
| New Jersey | At-will employment and its exceptions: Good faith covenant: New Jersey courts do not allow a stand-alone claim for breach of the implied covenant of good faith and fair dealing by an at-will employee: the claim requires an underlying contract (for example an express contract or a Woolley handbook contract). Implied contract: Under Woolley v. Hoffmann-La Roche, absent a clear and prominent disclaimer, a promise in an employment manual that an employee will be fired only for cause may be enforceable even though the employment would otherwise be at will. Public policy: New Jersey recognizes a wrongful-discharge claim when firing an at-will employee is contrary to a clear mandate of public policy (Pierce v. Ortho Pharmaceutical Corp.). (D.N.J. No. 2:05-cv-01880 (citing Schlichtig v. Inacom Corp., 271 F. Supp. 2d 597 (D.N.J. 2003)); Woolley v. Hoffmann-La Roche, Inc., 99 N.J. 284, 491 A.2d 1257 (1985), as quoted in D.N.J. No. 2:05-cv-01880; Pierce v. Ortho Pharmaceutical Corp., 84 N.J. 58, 417 A.2d 505 (1980), as applied in Day v. Wells Fargo (D.N.J. No. 3:17-cv-06237, 2018)) | Sep 24, 2026 · 2 official pages from the same agency |
| New Mexico | At-will employment and its exceptions: Good faith covenant: New Mexico does not recognize a claim for breach of the implied covenant of good faith and fair dealing in an at-will employment relationship (Melnick v. State Farm). Implied contract: In New Mexico, a representation in an employee handbook or personnel policies can create an implied contract that limits the employer's right to fire at will, if it is definite enough to create a reasonable expectation (Hartbarger v. Frank Paxton Co.). Public policy: New Mexico recognizes a retaliatory (wrongful) discharge tort: an at-will employee may recover when the discharge contravenes a clear mandate of public policy (first recognized in Vigil v. Arzola). (D.N.M. No. 1:12-cv-00261 (Back v. ConocoPhillips), quoting Melnick v. State Farm Mut. Auto. Ins. Co., 106 N.M. 726, 749 P.2d 1105 (1988); D.N.M. No. 1:05-cv-00461, quoting Trujillo v. Northern Rio Arriba Elec. Coop., 131 N.M. 607 (2001), citing Hartbarger v. Frank Paxton Co., 115 N.M. 665, 857 P.2d 776 (1993); Herndon v. Best Buy (10th Cir.), quoting Chavez v. Manville Prods. Corp., 108 N.M. 643, 777 P.2d 371 (1989)) | Sep 24, 2026 · 2 official pages from the same agency |
| New York | The minimum wage: Nyc long island westchester: New York minimum wage is $17.00 per hour in New York City, Nassau, Suffolk and Westchester counties. Rest of state: New York minimum wage is $16.00 per hour in the remainder of the state. (New York minimum wage (U.S. DOL WHD, State Minimum Wage Laws, updated July 1, 2026)) | Sep 24, 2026 · 2 official sources |
| New York | How often wages are paid: Clerical and other workers: Clerical and other workers must be paid at least twice per month (semi-monthly). Manual workers: Manual workers must be paid weekly (semi-monthly only with approval). (New York payday (U.S. DOL WHD, State Payday Requirements, footnote 17)) | Sep 24, 2026 · 2 official sources |
| New York | At-will employment and its exceptions: Good faith covenant: New York does not imply a covenant of good faith and fair dealing that limits an employer's right to terminate an at-will employee (Murphy v. American Home Products; Sabetay v. Sterling Drug). Implied contract: At-will status can be overcome only by an express written limitation on the employer's right to terminate (Weiner v. McGraw-Hill); vague oral assurances or the mere existence of a written policy are not enough. Public policy: New York does not recognize a common-law claim for wrongful or retaliatory discharge of an at-will employee in violation of public policy; the Court of Appeals has left any such claim to the legislature. (Nornberg v. Thai Magic Co., 2006 NY Slip Op 50104(U) (Sup. Ct. N.Y. County), quoting Wakefield v. Northern Telecom, 769 F.2d 109 (2d Cir. 1985), on Murphy v. American Home Products, 58 N.Y.2d 293, 304-05 (1983); U.S. District Court, N.D.N.Y., No. 5:02-cv-01112 (Mar. 31, 2006), citing Weiner v. McGraw-Hill, Inc., 57 N.Y.2d 458, 461 (1982); Metellus v. JetBlue, No. 2:07-cv-04719 (E.D.N.Y. Mar. 30, 2010), quoting Horn v. N.Y. Times, 100 N.Y.2d 85, 96 (2003)) | Sep 24, 2026 · 2 official pages from the same agency |
| North Carolina | The minimum wage: North Carolina minimum wage is $7.25 per hour. (North Carolina minimum wage (U.S. DOL WHD, State Minimum Wage Laws, updated July 1, 2026)) | Sep 24, 2026 · 2 official sources |
| North Carolina | At-will employment and its exceptions: Good faith covenant: North Carolina does not recognize a wrongful discharge claim by an at-will employee based on an implied covenant of good faith and fair dealing. Implied contract: Employee handbooks and policies an employer issues on its own do not become part of the employment contract unless they are expressly included in it (Walker v. Westinghouse), so they rarely change at-will status. Public policy: North Carolina recognizes a common-law claim for wrongful discharge in violation of public policy: an employer may not fire an at-will employee for an unlawful reason or purpose that contravenes a specific expression of state public policy, such as a statute or regulation (Coman v. Thomas Mfg.; Amos v. Oakdale Knitting). (U.S. District Court, M.D.N.C., No. 1:24-cv-00323, quoting Hardin v. Belmont Textile Mach. Co. (W.D.N.C. 2006) and citing Salt v. Applied Analytical, Inc., 104 N.C. App. 652, 661 (1991); U.S. District Court, M.D.N.C., No. 1:12-cv-00286, citing Walker v. Westinghouse Elec. Corp., 335 S.E.2d 79, 83-84 (N.C. Ct. App. 1985); Shook v. NCG Acquisition, No. 23-1406 (4th Cir. 2024) (published), quoting Coman v. Thomas Mfg. Co., 381 S.E.2d 445, 447 (N.C. 1989)) | Sep 24, 2026 · 2 official pages from the same agency |
| North Dakota | The minimum wage: North Dakota minimum wage is $7.25 per hour. (North Dakota minimum wage (U.S. DOL WHD, State Minimum Wage Laws, updated July 1, 2026)) | Sep 24, 2026 · 2 official sources |
| North Dakota | How often wages are paid: Employers must pay at least once each calendar month on regular paydays designated in advance. (North Dakota payday (U.S. DOL WHD, State Payday Requirements table row)) | Sep 24, 2026 · 2 official sources |
| Ohio | The minimum wage: Large employer: Ohio employers with annual gross receipts of $405,000 or more must pay at least $11.00 per hour. Small employer: Ohio employers with annual gross receipts under $405,000 must pay at least $7.25 per hour. (U.S. DOL WHD, State Minimum Wage Laws (Ohio)) | Sep 24, 2026 · 2 official sources |
| Ohio | At-will employment and its exceptions: Good faith covenant: Although every Ohio contract carries a covenant of good faith and fair dealing, there is no separate cause of action for breach of a duty of good faith in the at-will employment context. Implied contract: Ohio recognizes two contract-based exceptions to at-will employment (Mers v. Dispatch Printing): an implied contract arising from a handbook, company policy or oral representations, and promissory estoppel based on the employer's promises. Public policy: Ohio recognizes a claim for wrongful discharge in violation of public policy (Greeley v. Miami Valley Maintenance; Painter v. Graley) when an at-will employee is fired in contravention of a clear public policy found in the Ohio or U.S. Constitution, statutes, administrative rules or the common law. (U.S. District Court, S.D. Ohio, No. 2:15-cv-02223, quoting Padula v. Wagner, 2015-Ohio-2374 (9th Dist.), and Roberts v. Hagen (9th Dist. 2000); U.S. District Court, N.D. Ohio, No. 3:11-cv-00236, citing Tersigni v. Gen. Tire, Inc., 633 N.E.2d 1140, 1141 (Ohio Ct. App. 1993) and Mers v. Dispatch Printing Co., 483 N.E.2d 150 (Ohio 1985); U.S. District Court, S.D. Ohio, No. 1:20-cv-00813 (Apr. 26, 2021), quoting Dohme v. Eurand Am., Inc., 956 N.E.2d 825, 829 (Ohio 2011)) | Sep 24, 2026 · 2 official pages from the same agency |
| Oklahoma | The minimum wage: Oklahoma employers with ten or more full-time employees at any one location, or with annual gross sales over $100,000, must pay at least $7.25 per hour. (U.S. DOL WHD, State Minimum Wage Laws (Oklahoma)) | Sep 24, 2026 · 2 official sources |
| Oklahoma | How often wages are paid: Oklahoma employees (except exempt employees) must be paid at least twice each calendar month (semi-monthly). (U.S. DOL WHD, State Payday Requirements) | Sep 24, 2026 · 2 official sources |
| Oklahoma | At-will employment and its exceptions: Good faith covenant: Oklahoma does not imply a covenant of good faith and fair dealing in at-will employment (Burk v. K-Mart Corp.), so an at-will employee cannot sue for a bad-faith termination. Implied contract: Oklahoma recognizes implied employment contracts, including ones based on handbooks and policy manuals (Hinson v. Cameron; Hayes v. Eateries); courts balance factors such as separate consideration, length of employment, handbooks, detrimental reliance and promotions, and vague assurances are not enough. Public policy: Oklahoma recognizes a narrow tort (the Burk tort, from Burk v. K-Mart Corp.) for an at-will employee fired for refusing to violate, or for acting consistently with, a clear and compelling public policy articulated in Oklahoma constitutional, statutory or decisional law. (Langston v. Therma-Tru Corp., No. 6:07-cv-00250 (E.D. Okla. Jan. 18, 2008), citing Burk v. K-Mart Corp., 770 P.2d 24, 27 (Okla. 1989); Wood v. Handy & Harman Co., No. 06-5226 (10th Cir. Aug. 1, 2008) (unpublished), quoting Bowen v. Income Prod'g Mgmt., 202 F.3d 1282, 1284 (10th Cir. 2000), citing Hinson v. Cameron, 742 P.2d 549, 554-55 (Okla. 1987); U.S. Court of Appeals, 10th Cir., No. 06-5205, citing Burk v. K-Mart Corp., 770 P.2d 24, 29 (Okla. 1989)) | Sep 24, 2026 · 2 official pages from the same agency |
| Oregon | The minimum wage: Employers in Oregon's standard counties must pay at least $15.55 per hour (current BOLI rate; see notes for the period). (U.S. DOL WHD, State Minimum Wage Laws (Oregon)) | Sep 24, 2026 · 2 official sources |
| Oregon | How often wages are paid: Oregon employers must keep regular paydays; paydays may not be more than 35 days apart (DOL table: monthly). (U.S. DOL WHD, State Payday Requirements) | Sep 24, 2026 · 2 official sources |
| Oregon | At-will employment and its exceptions: Good faith covenant: The Oregon Supreme Court (Sheets v. Knight) declined to apply the duty of good faith and fair dealing to an employer's right to discharge an at-will employee. Implied contract: Statements in an employee handbook can become part of the employment contract (Yartzoff v. Democrat-Herald), but a clear disclaimer in the handbook or personnel policies keeps the employee at will. Public policy: Oregon recognizes the common-law tort of wrongful discharge as a narrow exception to at-will employment, in two situations: discharge for performing a public duty or fulfilling a societal obligation (for example jury duty, Nees v. Hocks), and discharge for exercising an important job-related right. (U.S. District Court, D. Or., No. 6:04-cv-06326 (Oct. 5, 2005), quoting Sheets v. Knight, 308 Or. 220 (1989); U.S. District Court, D. Or., No. 3:23-cv-00136, citing Yartzoff v. Democrat-Herald Publ'g Co., 281 Or. 651, 656-57 (1978) and Lawson v. Umatilla Cnty., 139 F.3d 690, 693 (9th Cir. 1998); U.S. District Court, D. Or., No. 3:06-cv-01012 (Dec. 3, 2007), citing Sheets v. Knight, 779 P.2d 1000, 1006 (Or. 1989) and Nees v. Hocks, 536 P.2d 512 (Or. 1975)) | Sep 24, 2026 · 2 official pages from the same agency |
| Pennsylvania | The minimum wage: Pennsylvania minimum wage is $7.25 per hour. (U.S. DOL WHD, State Minimum Wage Laws (Pennsylvania)) | Sep 24, 2026 · 2 official sources |
| Pennsylvania | How often wages are paid: Pennsylvania sets no fixed pay frequency: wages must be paid on regular paydays designated in advance by the employer. (U.S. DOL WHD, State Payday Requirements) | Sep 24, 2026 · 2 official sources |
| Pennsylvania | At-will employment and its exceptions: Good faith covenant: An at-will employee in Pennsylvania cannot sue for breach of the implied duty of good faith and fair dealing over the termination itself (Donahue v. Federal Express). Implied contract: Pennsylvania strongly presumes at-will employment; the presumption is overcome only by an express contract, an implied agreement supported by additional consideration, or clear and precise evidence of a contract for a definite term. Vague assurances or subjective expectations are not enough. Public policy: Pennsylvania recognizes a very narrow public policy exception to at-will employment: the firing must violate a clear public policy found in the constitution, legislation, a regulation or a judicial decision, and courts have applied it mainly where the employer required a crime, prevented compliance with a statutory duty, or fired the employee where a statute specifically prohibits it. (McGee v. Procter & Gamble Distributing Co., No. 2:02-cv-01121 (E.D. Pa. Aug. 3, 2006), quoting Donahue v. Federal Express Corp., 753 A.2d 238, 243 (Pa. Super. 2000); McGee v. Procter & Gamble Distributing Co., No. 2:02-cv-01121 (E.D. Pa. Aug. 3, 2006), citing Permenter v. Crown Cork & Seal Co., 38 F. Supp. 2d 372, 377 (E.D. Pa. 1999); Tanay v. Encore Healthcare, LLC, No. 2:10-cv-00792 (E.D. Pa. Aug. 26, 2011), citing McLaughlin v. Gastrointestinal Specialists, Inc., 750 A.2d 283, 287 (Pa. 2000)) | Sep 24, 2026 · 2 official pages from the same agency |
| Rhode Island | At-will employment and its exceptions: Good faith covenant: Rhode Island does not imply a covenant of good faith and fair dealing that limits termination of an at-will employee; the covenant exists only alongside a binding contract. Public policy: Rhode Island courts do not recognize a common-law claim for wrongful discharge of an at-will employee in violation of public policy (Pacheco v. Raytheon); protections come from statutes. (Bisbano v. Strine Printing Co., No. 13-1722 (1st Cir. Nov. 27, 2013), citing Centerville Builders, Inc. v. Wynne, 683 A.2d 1340, 1342 (R.I. 1996); Shumacher v. Fairfield Resorts, Inc., No. 1:05-cv-00500 (D.R.I. June 8, 2007), quoting Pacheco v. Raytheon Co., 623 A.2d 464, 465 (R.I. 1993)) | Sep 24, 2026 · 2 official sources |
| South Carolina | How often wages are paid: South Carolina sets no fixed pay frequency: employers with 5 or more employees must notify employees in writing at hiring of the time and place of payment and pay on those terms. (U.S. DOL WHD, State Payday Requirements) | Sep 24, 2026 · 2 official sources |
| South Dakota | The minimum wage: South Dakota minimum wage for non-tipped employees is $11.85 per hour (effective Jan. 1, 2026). (U.S. DOL WHD, State Minimum Wage Laws (South Dakota)) | Sep 24, 2026 · 2 official sources |
| South Dakota | How often wages are paid: South Dakota employers must pay all wages due at least once each calendar month or on regular agreed paydays designated in advance. (U.S. DOL WHD, State Payday Requirements) | Sep 24, 2026 · 2 official sources |
| South Dakota | At-will employment and its exceptions: Good faith covenant: South Dakota courts have refused to impose an implied covenant of good faith and fair dealing on employment contracts in a way that overrides the at-will statute. Implied contract: A contract can override at-will status in South Dakota, including an implied for-cause-only contract, but only where the employee handbook contains a detailed list of exclusive grounds for discharge and a mandatory specific procedure the employer agrees to follow. Public policy: South Dakota, where employment is at will by statute, recognizes a narrow public policy exception: an employee fired in retaliation for refusing to commit a criminal or unlawful act has a wrongful discharge claim; the South Dakota labor department also lists firing for exercising a lawful right such as filing a workers' compensation claim. (U.S. District Court, D.S.D., No. 5:06-cv-05056 (Apr. 17, 2008), describing Peterson, 443 N.W.2d at 655, and Breen v. Dakota Gear & Joint Co., 443 N.W.2d 221, 224 (S.D. 1988); U.S. District Court, D.S.D., No. 5:06-cv-05056 (Apr. 17, 2008), quoting Bass v. Happy Rest, Inc., 507 N.W.2d 317, 321 (S.D. 1993); U.S. District Court, D.S.D., No. 5:06-cv-05056 (Apr. 17, 2008), quoting Johnson v. Kreiser's, Inc., 433 N.W.2d 225, 227 (S.D. 1988)) | Sep 24, 2026 · 2 official pages from the same agency |
| Tennessee | At-will employment and its exceptions: Good faith covenant: In Tennessee the implied duty of good faith and fair dealing cannot modify the employment-at-will doctrine: an employer does not breach it by firing an at-will employee for any reason (Goot v. Metropolitan Government of Nashville). Implied contract: A Tennessee employee handbook can become part of an employment contract, but only if it contains specific language showing the employer's intent to be bound by its provisions (Keller v. Casteel; Rose v. Tipton County); courts apply a high standard, and language reserving the employer's right to change the handbook generally prevents it from being a contract. Public policy: Tennessee recognizes a common-law retaliatory discharge claim for an at-will employee fired for trying to exercise a statutory or constitutional right, or for any other reason that violates a clear public policy evidenced by an unambiguous constitutional, statutory or regulatory provision (Webb v. Nashville Area Habitat for Humanity). A statutory claim also exists under the Tennessee Public Protection Act. (Coker v. Carrier Corp., No. 4:05-cv-00051 (E.D. Tenn.), quoting Goot v. Metro. Gov't of Nashville & Davidson Cnty., No. M2003-02013-COA-R3-CV (Tenn. Ct. App. Nov. 9, 2005), and McGee, 106 S.W.3d at 67; Freeze v. City of Decherd, No. 12-6160 (6th Cir. June 4, 2014) (published), citing Rose v. Tipton Cnty. Pub. Works Dep't, 953 S.W.2d 690, 692 (Tenn. Ct. App. 1997); Levan v. Sears, Roebuck & Co., No. 3:11-cv-578 (E.D. Tenn. Nov. 25, 2013)) | Sep 24, 2026 · 2 official pages from the same agency |
| Texas | The minimum wage: Texas minimum wage is $7.25 per hour; the state adopts the federal minimum wage rate by reference. (Texas minimum wage law (U.S. DOL WHD state minimum wage table)) | Sep 24, 2026 · 2 official sources |
| Texas | How often wages are paid: Exempt employees: Employees exempt from FLSA overtime must be paid at least once a month. Non exempt employees: Employees who are not exempt from FLSA overtime must be paid at least twice a month on regularly scheduled paydays. (Texas Payday Law (U.S. DOL WHD state payday table, footnote 21)) | Sep 24, 2026 · 2 official sources |
| Texas | At-will employment and its exceptions: Texas recognizes only a very narrow public-policy exception (Sabine Pilot Service, Inc. v. Hauck): an employer may not fire an employee for refusing to perform an illegal act. (Texas Workforce Commission, Texas Guidebook for Employers (2024), Outline of Employment Law Issues) | Sep 24, 2026 · 2 official sources |
| Utah | The minimum wage: Utah minimum wage is $7.25 per hour. (Utah Minimum Wage Act (U.S. DOL WHD state minimum wage table)) | Sep 24, 2026 · 2 official sources |
| Utah | How often wages are paid: Wages must be paid at regular intervals no longer than semimonthly, on paydays designated in advance. (Utah Payment of Wages Act (U.S. DOL WHD state payday table)) | Sep 24, 2026 · 2 official sources |
| Utah | At-will employment and its exceptions: Utah recognizes a tort claim for wrongful discharge in violation of a clear and substantial public policy. (U.S. District Court, D. Utah, No. 2:03-cv-01088 (applying Utah law)) | Sep 24, 2026 · 2 official sources |
| Vermont | The minimum wage: Vermont minimum wage is $14.42 per hour (employers of two or more employees), effective January 1, 2026. (21 V.S.A. § 384 (U.S. DOL WHD state minimum wage table)) | Sep 24, 2026 · 2 official sources |
| Vermont | How often wages are paid: Employers must pay wages weekly unless, after giving notice to each employee, they choose to pay bi-weekly or semi-monthly. (21 V.S.A. § 342 (U.S. DOL WHD state payday table)) | Sep 24, 2026 · 2 official sources |
| Virginia | The minimum wage: Virginia minimum wage is $12.77 per hour, effective January 1, 2026. (Virginia Minimum Wage Act (U.S. DOL WHD state minimum wage table)) | Sep 24, 2026 · 2 official sources |
| Virginia | How often wages are paid: High earners by agreement: Employees whose weekly wages total more than 150 percent of the Commonwealth average weekly wage may be paid monthly, upon agreement of each affected employee. Hourly employees: Employees paid on an hourly rate must be paid at least once every two weeks or twice in each month. Salaried employees: Salaried employees must be paid at least once each month. (Va. Code § 40.1-29 (U.S. DOL WHD state payday table, footnote 24); Va. Code § 40.1-29 (U.S. DOL WHD state payday table)) | Sep 24, 2026 · 2 official sources |
| Virginia | At-will employment and its exceptions: Virginia recognizes only a narrow public-policy exception to at-will employment (Bowman v. State Bank of Keysville), which its Supreme Court has construed narrowly and applied in few instances. (Bailey v. Scott-Gallaher, Inc., Supreme Court of Virginia, Record No. 960530) | Sep 24, 2026 · 2 official pages from the same agency |
| Washington | The minimum wage: Washington minimum wage is $17.13 per hour in 2026. (Washington Minimum Wage Act (U.S. DOL WHD state minimum wage table)) | Sep 24, 2026 · 2 official sources |
| Washington | How often wages are paid: Wages must be paid on an established regular payday at no longer than monthly payment intervals. (U.S. DOL WHD state payday table) | Sep 24, 2026 · 2 official sources |
| Washington | At-will employment and its exceptions: Washington recognizes the tort of wrongful discharge in violation of public policy (adopted in Thompson v. St. Regis Paper Co.) as a narrow exception to at-will employment. (Martin v. Gonzaga University, Washington Supreme Court No. 95269-8 (slip opinion)) | Sep 24, 2026 · 2 official pages from the same agency |
| West Virginia | The minimum wage: West Virginia minimum wage is $8.75 per hour for employers with 6 or more non-exempt employees at one separate, distinct and permanent location. (W. Va. Code § 21-5C-2 (U.S. DOL WHD state minimum wage table)) | Sep 24, 2026 · 2 official sources |
| West Virginia | At-will employment and its exceptions: Good faith covenant: West Virginia does not recognize an implied covenant of good faith and fair dealing in at-will employment; an employer has no implied duty to act in good faith when discharging an at-will employee, as long as the motivation does not contravene substantial public policy. Implied contract: West Virginia presumes at-will employment, but contractual provisions on discharge or job security, including a definite promise of job security in an employee handbook, can alter at-will status (Cook v. Heck's). Public policy: West Virginia recognizes a common-law claim (a Harless claim) when an employer fires an at-will employee to contravene a substantial public policy principle. (Coleman v. Housing Authority of the City of Weirton, No. 5:12-cv-00151 (N.D. W. Va. Jan. 29, 2014), quoting Miller v. Massachusetts Mut. Life Ins. Co., 193 W. Va. 240, 244, 455 S.E.2d 799, 803 (1995); Veltri v. Graybar Electric Co., No. 5:09-cv-00101 (N.D. W. Va.), quoting Pleasant v. Elk Run Coal Co., 486 S.E.2d 798, 802 (W. Va. 1997), citing Cook v. Heck's Inc., 342 S.E.2d 453, 459 (W. Va. 1986); Keffer v. Fayette County Board of Education, No. 22-631 (W. Va. Oct. 25, 2024) (memorandum decision), quoting Syl., Harless v. First Nat'l Bank, 162 W. Va. 116, 246 S.E.2d 270 (1978)) | Sep 24, 2026 · 2 official pages from the same agency |
| Wisconsin | The minimum wage: Wisconsin minimum wage for adults is $7.25 per hour. (Wis. Stat. ch. 104 (U.S. DOL WHD state minimum wage table)) | Sep 24, 2026 · 2 official sources |
| Wisconsin | How often wages are paid: Most employers must pay all wages earned at least monthly, with no longer than 31 days between pay periods. (Wis. Stat. ch. 109 (U.S. DOL WHD state payday table, footnote 25)) | Sep 24, 2026 · 2 official sources |
| Wisconsin | At-will employment and its exceptions: Implied contract: In Wisconsin a handbook that sets out mandatory discharge procedures can create an employment contract (Ferraro v. Koelsch), but an employee is considered at will unless evidence expressly shows the parties intended to be bound to a different arrangement. Public policy: Wisconsin recognizes a narrow public policy exception (Brockmeyer v. Dun & Bradstreet): a fired employee has a wrongful discharge claim only when the discharge is contrary to a fundamental and well-defined public policy evidenced by existing constitutional, statutory or administrative law. (Williams v. Milwaukee Health Services Inc., No. 13-3412 (7th Cir. Apr. 18, 2014), citing Ferraro v. Koelsch, 368 N.W.2d 666, 668 (Wis. 1985); Robinette v. Westconsin Credit Union, No. 3:09-cv-00600 (W.D. Wis. Feb. 25, 2010), citing Tatge v. Chambers & Owen, Inc., 219 Wis. 2d 99, 113 (1998) and Brockmeyer v. Dun & Bradstreet, 113 Wis. 2d 561, 572-73 (1983)) | Sep 24, 2026 · 2 official pages from the same agency |
| Wyoming | The minimum wage: Wyoming state minimum wage is $5.15 per hour; employers subject to the federal FLSA must pay the federal minimum wage of $7.25 per hour. (Wyoming minimum wage law (U.S. DOL WHD state minimum wage table)) | Sep 24, 2026 · 2 official sources |
| Wyoming | At-will employment and its exceptions: Good faith covenant: Every Wyoming employment contract contains an implied covenant of good faith and fair dealing (Wilder v. Cody Country Chamber of Commerce), but a breach is actionable in tort only where a special relationship of trust and reliance exists between employer and employee, which arises only in rare and exceptional cases. Implied contract: Wyoming presumes employment is at will, but employers and employees can depart from that presumption through an express or implied contract, which may include an employee handbook; a handbook disclaimer can preserve at-will status. Public policy: Wyoming recognizes a limited public policy exception to at-will employment (McLean v. Hyland Enterprises): the employee must identify a strong and well-established public policy and show that no other remedy is available. (McBride v. Peak Wellness Center, Inc., No. 11-8037 (10th Cir. Aug. 6, 2012), citing Wilder v. Cody Country Chamber of Commerce, 868 P.2d 211, 220 (Wyo. 1994) and Dubrowski v. State ex rel. Wyo. Liquor Comm'n, 1 P.3d 631, 633 (Wyo. 2000); McBride v. Peak Wellness Center, Inc., No. 11-8037 (10th Cir. Aug. 6, 2012), citing Boone v. Frontier Ref., Inc., 987 P.2d 681, 685 (Wyo. 1999); McBride v. Peak Wellness Center, Inc., No. 11-8037 (10th Cir. Aug. 6, 2012), quoting McLean v. Hyland Enters., Inc., 34 P.3d 1262, 1268 (Wyo. 2001)) | Sep 24, 2026 · 2 official sources |
How to use this template
- Agree the terms verbally first, then send the letter so it confirms what was already discussed.
- Pick your state and read the notes on minimum wage and pay frequency before you fill in the pay line.
- Keep the letter short: position, start date, pay, pay schedule, conditions and how to accept. Details belong in your handbook or policies.
- List any conditions (such as a reference or background check) in the letter, so the offer does not look final before they are met.
- Give a clear reply date, and keep the signed copy in the new hire's file.
- Once the offer is accepted, move on to the onboarding checklist and the new hire paperwork.
Example wording
Examples of the level of detail that makes a document clear. Replace them with your own facts.
- Hourly, part-time: We are pleased to offer you the position of Barista at Corner Cup Coffee. You will report to Maria Chen, Store Manager, and your first day will be March 4. Pay: $17.00 per hour, paid every two weeks. Expected schedule: about 25 hours a week, including weekends.
- Salaried, full-time: We are pleased to offer you the position of Office Manager at Ridgeway Plumbing. You will report to Sam Ortiz, Owner, and your first day will be June 2. Pay: $54,000 per year, paid twice a month.
- Conditions: This offer is contingent on a satisfactory check of two professional references and a valid driver's license, as the role includes driving the company van.
Questions people ask
What is an offer letter?
An offer letter is a short letter from an employer to a chosen candidate that confirms the job, start date, pay and main conditions, and asks the candidate to accept in writing by a set date.
What is included in a job offer letter?
The job title, who the person reports to, the start date and location, full-time or part-time status, overtime status, pay and how often it is paid, benefits and paid time off if any, conditions of the offer, a statement on how either side can end the employment, and a signature line to accept.
What does at-will mean in an offer letter?
An at-will statement says that either side can end the employment at any time, with or without cause or notice. How at-will employment applies, and its exceptions, depend on your state: pick your state on this page to see the note, or ask your state labor office. Keep the rest of the letter consistent with the statement, for example by not promising a job for a fixed period.
Should the offer letter say how often employees are paid?
Yes, it helps. Many states set how often wages are paid. The U.S. Department of Labor keeps a table of state payday requirements; pick your state on this page to see the note while you write.
What happens after the candidate accepts?
Start the paperwork and onboarding: the work-authorization form, tax withholding forms, new hire reporting and the first-day plan. The new hire paperwork checklist lists each form with its official source.
The full process
Related templates
Employee onboarding checklistFree templateNew hire paperwork checklistFree templatePTO policyFree template
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Checked Sep 24, 2026 · How we verify every rule · Report an error