At-Will Employment
An employee handbook outlining an at-will employment policy is a crucial document for businesses operating in Idaho. It establishes clear workplace expectations, company policies, and legal protections while reinforcing the at-will employment doctrine, which allows either the employer or employee to terminate the working relationship at any time, with or without cause, as long as no laws are violated.
Idaho follows the employment at-will doctrine, meaning that unless restricted by a contract, employers and employees may terminate employment at any time, with or without cause or notice. However, there are key exceptions to this rule, including protections against wrongful termination based on public policy, wage and hour retaliation, discrimination, jury duty, and whistleblowing.
Additionally, implied contracts—such as provisions in employee handbooks—can create enforceable obligations. Employers can mitigate this risk by incorporating a clear, conspicuous disclaimer in their policies.
For comprehensive training on maintaining at-will employment, visit EmployerESource and explore our training webinars. These resources offer valuable information for business owners and managers seeking to stay informed and compliant.
For any questions about at-will employment and how to preserve this relationship, please contact EmployerESource. We’re here to provide expert guidance and support.
Deductions of wages
Under Idaho law employers are generally prohibited from withholding or diverting any portion of an employee’s wages unless required by state or federal law or if the employee provides written authorization for a lawful deduction. Additionally, employers must provide employees with a statement detailing any wage deductions for each pay period.
To ensure compliance and proper documentation, contact EmployerESource to purchase a payroll deduction form and get expert guidance on payroll regulations.
To ensure compliance with Idaho’s wage withholding laws, contact EmployerESource for expert guidance or download an Employee Handbook with state-specific policies.
Have questions about payroll deductions? Reach out to EmployerESource today!
Final Wages
Idaho law requires employers to pay all wages due to employees upon separation, whether due to layoff or termination. Payment must be made by the earlier of the next regularly scheduled payday or within ten days, excluding weekends and holidays. If an employee submits a written request for earlier payment, wages must be paid within 48 hours, also excluding weekends and holidays.
Employees not paid on an hourly or salary basis must receive at least the applicable minimum wage for all hours worked in the final pay period. Any remaining wages owed must be paid by the next scheduled payday. In certain cases, employers may request a temporary extension from the director for compliance.
For guidance on wage payment laws and best practices, contact EmployerESource or download an Employee Handbook with state-specific policies.
Garnishments of Pay
Under Idaho law, employers may only withhold wages if required by state or federal law or if the employee provides written authorization for a lawful deduction. Additionally, employers cannot terminate an employee solely because their wages are subject to garnishment.
For income withholding orders related to child support, employers must respond within ten days and begin withholding as required. Employers may charge a processing fee of up to $5 per withholding, but total deductions—including the withholding order—cannot exceed 50% of an employee’s disposable income.
For expert guidance on wage withholding compliance, contact EmployerESource or download an Employee Handbook with state-specific policies.