JOB SECURITY

In many places, getting fired doesn’t require a catastrophic mistake or ethical breach. It can happen for any reason. This is the joyless landscape of at-will employment, which sounds neutral, even fair—until you realize it means you can be let go for no reason at all, as long as it’s not one of the few illegal reasons (like discrimination, though even that’s often a legal labyrinth to prove). Job insecurity is one of the leading causes of chronic stress, which isn’t just an inconvenient feeling—it’s a health hazard.

Enter the concept of wrongful termination protections—the mental relief of knowing that your job can’t vanish because of office politics, corporate cost-cutting, or the sudden decision to “restructure.”

Critics argue that strong termination protections make it hard to get rid of underperforming employees. But the goal isn’t to create jobs for life regardless of performance. It’s to ensure that terminations are fair, justified, and not the result of arbitrary whims or corporate cost-cutting disguised as “strategic realignment.” There’s also the argument that job protections stifle innovation. But people do their best work when they feel secure, respected, and supported—not when they’re constantly wondering if today’s the day their keycard stops working. In Germany firing someone requires legitimate grounds and often involves worker councils. In the UK, employees have the right to challenge unfair dismissals through tribunals. In Sweden, firing without just cause can trigger legal action and compensation. These protections don’t collapse economies; they create more equitable, stable job markets.

When people feel secure in their employment, they’re more likely to take creative risks, engage meaningfully with their work, and invest in long-term projects. Insecure workers stay silent, because rocking the boat can be a fast track to the unemployment line. Fear of termination fosters toxic work environments. It enables abusive managers, suppresses whistleblowing, and discourages honest feedback. It traps people in jobs that damage their mental health because the fear of losing income outweighs the misery of staying. High turnover, low morale, and disengagement are the inevitable outcomes of workplaces that treat employees as expendable. Fair termination processes reduce the risk of costly lawsuits, reputational damage, and employee turnover.

Protecting against wrongful termination recognizes that employment is a relationship, not a one-sided arrangement where loyalty flows in one direction. Employers expect commitment, reliability, and hard work—and employees deserve the same in return. Fair dismissal processes, clear performance standards, and grievance procedures create accountability on both sides. This creates workplaces where decisions are transparent, accountability is shared, and people are treated with the respect they deserve. Work isn’t just a transaction; it’s a significant part of people’s lives, identities, and well-being—it should be governed by principles that reflect that reality.

Secure workers are more likely to spend money, invest in their futures, and contribute to community stability. Job security reduces crime rates, improves family well-being, and fosters civic engagement.

Therefore, under Folklaw:

Wrongful termination shall be prohibited, with legal protections ensuring that employees cannot be dismissed without just cause, due process, and transparent procedures.

Employers must provide clear documentation of performance issues, offer opportunities for improvement, and follow fair disciplinary practices. Termination decisions will be subject to review through independent tribunals or arbitration panels to prevent abuse.

Whistleblowers and union members shall be protected from retaliatory dismissal. Employment contracts must outline grievance procedures, and workers will have access to legal recourse if terminated unfairly. Job security shall be a cornerstone of dignified work.