Missouri follows the at-will employment doctrine. This means that an employer can generally terminate an employee for any reason, or no reason at all, as long as the reason isn’t discriminatory or otherwise illegal. Similarly, an employee can leave a job for any reason, at any time, without notice. A common analogy is that employment lasts only “at the will” of either party. For example, an employer could dismiss an employee due to a personality clash, even if the employee performs their duties adequately. Conversely, an employee could resign without providing a specific reason.
This doctrine provides flexibility for both employers and employees, facilitating adjustments to changing business needs and individual career goals. Historically, it evolved as a response to earlier systems where employment relationships were more rigid. However, the doctrine has important exceptions. Termination is unlawful if it violates anti-discrimination laws based on protected characteristics like race, religion, or sex. Contracts, either explicit or implied, can also limit the at-will doctrine, for instance, when an employer promises continued employment in a personnel handbook or other communication. Understanding these nuances is crucial for both employers and employees navigating the Missouri employment landscape.
