New Hampshire Termination (with Discharge): What you need to know
New Hampshire is an “employment-at-will” state. This means that an employer or employee may generally terminate an employment relationship at any time and for any reason. However, there are reasons why an employer may not terminate an employee. Federal or state law, collective bargaining agreements, judicial decisions, or individual employment contracts may place limitations on an otherwise employment-at-will relationship.
Crime victims. It is unlawful for an employer to terminate an employee because he or she has taken leave under state law that permits crime victims to take time off to attend court or other legal proceedings associated with the prosecution of the crime (NH Rev. Stat. Sec. 275:62).
Garnishment. An employer may not discharge an employee for a garnishment for any one indebtedness that is not related to support. In addition, an employer may not refuse to hire an applicant or discipline or discharge an employee on account of an income-withholding order for support (NH Rev. Stat. Sec. 161-H:5 and NH Rev. Stat. Sec. 458-B:6).
Jury duty. It is unlawful for an employer to retaliate against an employee for responding to a summons, serving on a jury, or attending court for prospective jury service (NH Rev. Stat. Sec. 500-A:14).
Health and safety. Employers may not retaliate against an employee because he or she exercised rights under the state's occupational safety and health laws (NH Rev. Stat. Sec. 277:35-a andSec. 277-A:7).
Military service. New Hampshire law prohibits employers from terminating or otherwise discriminating against employees who are members of the state National Guard because of the employee's participation in the National Guard or absence ...
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New Hampshire Termination (with Discharge) Resources
Termination (with Discharge) Products
The Termination Process Webinar Recording
BLR Webinar: "The Termination Process: Exit Interviews, Termination Pay, and Post-Termination Steps to Keep You Out of Court""
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