The Idaho Supreme Court recently rendered a decision highlighting an important distinction between wrongful discharge and “fraudulent hiring,” the latter of which allows at-will employees to sue their former employer.
Employment in Idaho is presumed to be “at-will” unless contractually stated otherwise. In other words, with very few exceptions, an employment relationship has no set length, and either party may end it at any time, with or without notice or cause.
At first glance, the recent supreme court opinion may look like another narrow exception to the at-will employment presumption. On closer inspection, however, we find the