New Hampshire Termination (with Discharge) laws & HR compliance analysis

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.
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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:
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 ...

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