Abstract
The common law doctrine of employment at will holds that, unless specified otherwise, the employment relationship can be terminated for any reason. Beginning in the mid-1970s, many state courts became willing to find exceptions to this doctrine. A possible benefit of this new approach is that it provides a third-party enforcement mechanism to implicit labor contracts. This article uses two large micro data sets on employee tenure and wages to evaluate the impact of exceptions to employment at will. Although the results suggest that exceptions to employment at will affected labor markets, there is little evidence that exceptions helped enforce implicit contracts. Copyright 2003, Oxford University Press.
Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
