Employment
Pay, classification, leave, discrimination, termination.
28 guides
- Contractor agreements for freelancers
A contractor agreement sets out the work a freelancer will perform, the price and payment process, ownership of work product, confidentiality, and how either side can end the relationship. The written agreement is important, but the actual working relationship can determine whether the freelancer is legally an independ
- Deductions from your pay that may be illegal
A deduction from your pay may be unlawful if it is not authorized, is made for an improper reason, or leaves your pay below a legal minimum. Rules differ depending on where you work, the type of deduction, your employment agreement, and whether the deduction is for taxes, a court order, benefits, equipment, shortages,
- Discrimination at work: how claims are proved
Workplace discrimination usually means an unfavorable employment decision or treatment because of a legally protected characteristic, such as race, sex, disability, religion, age, or pregnancy. Proving it commonly involves showing what happened, identifying the reason for it, and connecting that reason to the protected
- Employment discrimination and retaliation under U.S. federal law
Federal law prohibits employers from making employment decisions because of protected characteristics, and from punishing employees for complaining about discrimination. This guide explains what the main laws cover, how claims are evaluated, and the agency process that comes before most lawsuits.
- Employment termination in the United States: at-will employment and its limits
Most U.S. employment is "at will," meaning either side can end it at any time for almost any reason. This guide explains that default, the legal limits on it, and the rules that commonly apply when employment ends, from both the employer's and the employee's side.
- Free speech at work and online
Free speech protections at work and online depend heavily on who is speaking, who owns the workplace or platform, and whether the speech involves threats, harassment, confidential information, or unlawful conduct. Police, courts, employers, and online services may each apply different rules, and public-sector workers g
- Getting your final paycheque after you leave a job
A final paycheque usually includes wages earned through your last day, plus any other amounts required by your employment agreement or local law. The timing and treatment of unused leave, commissions, bonuses, deductions, and severance vary significantly by country, state, province, territory, and job type.
- Hiring your first employee legally
Hiring your first employee usually involves more than signing an agreement. You generally need to decide whether the person is an employee, register for payroll and workplace obligations, provide lawful terms, and keep records.
- Independent contractor or employee: misclassification
Misclassification happens when a business treats someone as an independent contractor even though the person legally functions as an employee. The classification can affect minimum wage, overtime, leave, tax withholding, benefits, workplace rights, and protection against discrimination or retaliation.
- Independent contractor vs. employee under U.S. law
Whether a worker is an employee or an independent contractor decides who pays payroll taxes, who is owed minimum wage and overtime, and which workplace laws apply. U.S. law answers the question with several different tests, not one.
- Meal and rest breaks at work
Meal and rest-break rights depend heavily on where you work, how long your shift is, your age, and whether a collective agreement or industry rule applies. Some places require meal breaks by law, while others mainly regulate whether short breaks must be paid or whether missed breaks count as unpaid wages.
- Non-compete agreements and whether they are enforceable
A non-compete agreement limits whether you can work for a competing business, start a competing business, or use certain business relationships after your job ends. Enforceability depends heavily on location, the wording of the agreement, the employer’s legitimate business interests, and whether the restriction goes fa
- Noncompete agreements in the United States
A noncompete agreement restricts someone from working for a competitor or starting a competing business after a job or business relationship ends. Whether one is enforceable depends almost entirely on state law, which ranges from outright bans to case-by-case reasonableness review.
- Pregnancy and parental leave rights
Pregnancy and parental leave rights usually combine job protection, protection from discrimination, and income support, but these are separate legal issues. The applicable rights depend on your country, state or province, employer, length of service, workplace size, and the reason for the leave or employment decision.
- References and what a former employer can say about you
A former employer can usually confirm basic employment details and may provide a factual, fair reference, but the rules differ by country and state or province. Problems can arise when a reference is knowingly false, misleading, discriminatory, retaliatory, or improperly discloses confidential information.
- Remote work rules: expenses, hours and monitoring
Remote work usually does not remove ordinary rules about minimum wage, overtime, working time, business expenses, privacy, or workplace safety. The result depends heavily on whether you are an employee or an independent contractor, where you work, and whether your employer operates across borders.
- Retaliation for reporting a problem at work
Retaliation is adverse treatment because you reported a workplace problem, took part in an investigation, or used a legal workplace right. Common examples include firing, demotion, reduced hours, threats, discipline, exclusion, or other treatment that would discourage a reasonable worker from speaking up.
- Severance agreements: how they work
A severance agreement is a contract in which an employer usually offers money or other benefits in exchange for promises such as releasing legal claims, keeping information confidential, or not making negative statements. Signing can provide certainty and payment, but it may also limit your ability to sue, recover addi
- Sexual harassment at work: the law and the process
Sexual harassment at work can include unwanted sexual conduct, sexual comments, requests for sexual attention, sexual images, or conduct that creates a hostile or intimidating workplace. Laws commonly protect workers from harassment and retaliation, but the process and deadlines depend on where you work and whether you
- Sick leave and medical leave from work
Sick leave is time away from work because you are ill or need medical treatment, while medical leave may also include longer, job-protected leave for a serious health condition or disability. Whether leave is paid, whether your job is protected, and what notice or medical evidence is required depend on the law where yo
- Tips, tip pooling and service charges
Tips are voluntary amounts paid by customers, while service charges are usually amounts added by the business to a bill. The legal treatment of each can differ substantially, especially regarding who receives the money, whether it counts toward minimum wage, and how it is taxed.
- Unemployment benefits after losing your job
Unemployment benefits are government payments for people who are out of work or working less through no fault of their own, although eligibility rules differ by place. A layoff commonly qualifies, while quitting without an accepted reason or being dismissed for serious misconduct can lead to denial, a delay, or a penal
- Unpaid overtime and who is entitled to it
Unpaid overtime usually means you worked more hours than the law or your employment agreement allows without receiving the required overtime pay or time off. Whether you are entitled depends on your country or state, your job duties, your employment contract or award, and whether you are legally classified as an employ
- Workplace injuries and workers' compensation
Workplace injury laws commonly provide medical care and wage replacement through a workers’ compensation or workplace-injury system, usually without requiring proof that the employer was at fault. The system, deadlines, benefits, and dispute procedures differ substantially between U.S. states, Canadian provinces, Austr
- Wrongful termination: when firing is illegal
Wrongful termination means an employer ended your employment in a way the law prohibits, such as because of discrimination, retaliation, or a protected complaint. Whether a firing is illegal depends heavily on your country, state or province, employment contract, and the reason for the decision.
- Your employer changed your hours or pay without notice
An employer’s ability to change your hours or pay usually depends on your employment contract, workplace laws, collective agreements, and whether the change reduces legally protected wages or benefits. A change may be lawful in some situations, but cutting pay, removing guaranteed hours, or making a major change withou
- Your employer has not paid your wages
When an employer does not pay wages, the unpaid amount may include ordinary wages, overtime, commissions, bonuses, holiday pay, or unlawfully withheld tips and deductions. The available remedies usually depend on where you work, whether you are an employee or contractor, and whether the employer disputes the amount or
- Your employer monitoring your devices and messages
Employers may be allowed to monitor work devices, accounts, networks, and messages, especially when the employer owns or manages them and has given clear notice. The limits depend on the type of monitoring, the content being accessed, your location, applicable workplace laws, and whether you were using a personal devic