Alaska Termination (with Discharge) laws & compensation compliance analysis

Alaska Termination (with Discharge): What you need to know

Alaska is an “employment-at-will” state.
This means that an employer may generally terminate an employee at any time, for any reason, or for no reason, unless an agreement exists that provides otherwise. There are, however, limitations on the doctrine.
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As a general rule, if a federal, state, or local law grants employees the right to engage in an activity or to enjoy a benefit, employees should never be disciplined, discharged, or otherwise retaliated against for requesting or attempting to do so.
To list a few key examples, state law prohibits employers from discharging employees for engaging in the following activities:
Garnishment. An employer may not discharge, discipline, or refuse to employ someone because of an income withholding order for child support (AK Stat. Sec. 25.27.062).
Jury duty. It is illegal to penalize or discharge an employee for receiving or responding to a summons to serve on a jury, serving as a juror, or attending court for prospective jury service (AK Stat. Sec. 09.20.037).
Military service. Alaska law prohibits employers from refusing to hire or discriminating against members of the state National Guard or Naval Militia (AK Stat. Sec. 26.05.340).
Occupational safety and health. Employers may not discharge or discriminate against an employee for complaining or testifying about an occupational safety and health violation (AK Stat. 18.60.089).
Wage and hour law. Employers may not discharge or otherwise discriminate against employees who file complaints or testify in matters related to the state minimum wage law (AK Stat. Sec. 23.10.135).
Whistleblowers. Alaska law prohibits public employers from discharging, ...

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Alaska Termination (with Discharge) Resources

Type Title
Checklists Termination Checklist I
Policies Termination pay policy (strict)
White Papers Workplace Stress—What Are the Costs?
See all Termination (with Discharge) Resources