Skip to main content

Contact Us For A Free Consultation

(303) 268-2867

Employment Law Basics Of Hiring, Firing, And Employee Rights

Posted June 26, 2024 in Business Law, Contracts

Employment law encompasses a wide range of legal principles and regulations that govern the relationship between employers and employees. One of the services a business lawyer can provide is helping your business stay compliant with your state and local employment laws. They can also advise you on the proper steps for hiring and termination. In this blog, the legal team from Eric Lindh Foster Law, LLC outlines the basics of hiring, firing, and employee rights to help business owners ensure compliance and protect their interests.

Hiring Process

The hiring process is the initial stage of the employment relationship and involves several legal considerations:

  • Job Postings and Interviews: Employers must avoid discriminatory practices during job postings and interviews. This includes adhering to equal employment opportunity laws and refraining from asking illegal interview questions related to age, race, gender, religion, disability, or other protected characteristics.
  • Employment Contracts: Clear and comprehensive employment contracts can help establish the terms of employment, including job duties, compensation, benefits, and termination conditions. While not always required, contracts can clarify expectations and protect both parties’ interests.
  • Background Checks and Drug Testing: Employers must comply with federal and state laws when conducting background checks and drug testing. These practices should be conducted fairly and consistently, with respect to applicants’ privacy rights.

Employee Rights

Employees have certain rights protected by law throughout their employment tenure:

  • Wage and Hour Laws: Employees are entitled to at least the minimum wage and overtime pay, as mandated by federal and state wage laws, such as the Fair Labor Standards Act (FLSA).
  • Discrimination and Harassment: Employees are protected from discrimination based on protected characteristics such as race, color, religion, sex, national origin, age, disability, and genetic information. They are also protected from harassment in the workplace.
  • Family and Medical Leave: Under the Family and Medical Leave Act (FMLA), eligible employees may take unpaid, job-protected leave for specific family and medical reasons without risking their job security.
  • Workplace Safety: Under the Occupational Safety and Health Act (OSHA), employers are required to provide a safe and healthy work environment, and employees have the right to report unsafe conditions without retaliation.

Firing and Termination

The decision to terminate an employee should be approached cautiously to avoid legal repercussions:

  • At-Will Employment: Most states follow the principle of at-will employment, which allows employers to terminate employees for any reason or no reason at all, as long as it’s not unlawful (e.g., discrimination).
  • Wrongful Termination: Employees may have legal recourse for wrongful termination if they were fired in violation of federal or state laws, employment contracts, or public policy protections.
  • Severance Agreements: Offering a severance package in exchange for a release of claims can help mitigate potential legal disputes and provide a smoother transition for both parties.

Legal Guidance and Compliance

Remaining compliant with state and federal employment laws requires employers to stay informed about evolving regulations and best practices. Consulting with an experienced business lawyer can help ensure compliance with employment laws, mitigate risks, and protect the rights of both employers and employees.

Understanding the fundamentals of employment law related to hiring, firing, and employee rights is essential for creating a fair and legally compliant workplace environment. Employers and employees alike benefit from knowing their rights and responsibilities under the law to foster a productive and respectful workplace culture.


For further information and advice, reach out to Volpe Law today to request a consultation. We can be contacted through our online form, or you call us directly at (720) 441-3328. Our team of dedicated attorneys are here to listen and identify the best legal options for you.


The information contained on this website is provided for informational purposes only. It is not legal advice and should not be construed as providing legal advice on any subject matter. Laws frequently change and therefore this content is not necessarily up to date, nor comprehensive. Contact us or another attorney with any legal questions specific to your matter. You may request a consultation by completing our consultation request form.

Contact Us Today

Volpe Law is committed to answering your questions about Civil Litigation, Real Estate, Construction, Business Litigation, Breach of Contract, Tort Litigation, Mechanics’ Liens, and Contract Review & Drafting in Colorado.

We offer a Free Consultation and we’ll gladly discuss your case with you at your convenience. Contact us today to request an appointment with one of our attorneys. Appointments subject to attorney availability.

Office Location

Directions to Volpe Law

19751 E. Mainstreet, #342
Parker, CO 80138

Phone: (303) 268-2867

Mon, Tue, Wed, Thu, Fri: 09:00am - 05:00pm

The material on this site and on any third-party web site link included on the Volpe Law, LLC website is for informational purposes only. Nothing on this website may be construed as legal advice. Laws frequently change and therefore this content is not necessarily up to date, nor comprehensive. Contact us or another attorney with any legal questions specific to your matter. You may request a consultation by calling us at 303-268-2867 or completing a consultation request form. Using this website, filling out any forms, or communicating with Volpe Law, LLC through this site does not form an attorney/client relationship. Your matter may be subject to time limitations. You may be barred from taking any action if you do not timely act. Using or interacting with this website does not constitute your reliance on Volpe Law, LLC to take any action to represent you or preserve any claim that you may have or may assert. Please see Terms of Use for further information.