🇺🇸 Arkansas Termination Laws — 2026 UPDATE

Arkansas Termination Laws 2026: Wrongful Termination, Final Pay & WARN Act

⚠️Informational only — not legal or tax advice.

Last Updated: March, 2026
Last Reviewed: March, 2026
Applicable Period: 2026
Jurisdiction: State of Arkansas, United States      
Update Schedule: Quarterly reviews in 2026; annual reviews thereafter

Arkansas Termination Laws 2026

Table of Contents

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Introduction

Arkansas is an at-will employment state. Arkansas law provides some state-specific protections governing wrongful termination, final paycheck deadlines, and retaliation, while relying primarily on federal protections for mass layoff notification, severance, and anti-discrimination enforcement. No state agency administers civil rights claims; the U.S. Equal Employment Opportunity Commission (EEOC) handles discrimination charges in Arkansas. At the federal level, protections under Title VII, the ADA, the ADEA, the WARN Act, and the Family and Medical Leave Act (FMLA) apply to Arkansas employees. This page compiles current termination law requirements from the Arkansas Department of Labor and Licensing, the Arkansas Division of Workforce Services, and the U.S. Department of Labor.

Quick Reference — Arkansas Termination Law Snapshot

Category Arkansas
Employment Doctrine At-Will
At-Will Exceptions Recognized Public Policy; Implied Contract
Final Paycheck — Involuntary Termination By the next regular payday (double wages owed if not paid within 7 days of that payday)
Final Paycheck — Voluntary Resignation No state statute; next regular payday is the standard
PTO Payout Required at Termination No — only if employer policy or contract provides for it
State WARN Act (Mini-WARN) No — federal WARN Act applies
State WARN Threshold N/A — Federal: 100 employees
State WARN Notice Period N/A — Federal: 60 days
Severance Pay Required by State Law No
State Whistleblower Statute Public employees only — Ark. Code Ann. § 21-1-601 et seq.; private-sector employees rely on federal protections and public policy doctrine
Service Letter Law No
Filing Agency for Termination Claims Arkansas Department of Labor and Licensing (wage claims); EEOC Little Rock Area Office (discrimination/retaliation)
Information Current As Of March 2026
Sources Arkansas Department of Labor and Licensing — https://labor.arkansas.gov · U.S. Department of Labor — https://www.dol.gov/general/topic/termination

At-Will Employment in Arkansas

Is Arkansas an At-Will Employment State?

Arkansas follows the at-will employment doctrine. Either the employer or employee may end the employment relationship at any time, for any lawful reason, or for no reason at all. The Arkansas Department of Labor and Licensing confirms this doctrine on its official FAQ page: the general rule is that either party may end employment at any time, for any reason or no reason at all. Source: https://labor.arkansas.gov/resources/faqs/

Exceptions to At-Will Employment in Arkansas

Arkansas courts have recognized two primary exceptions to the at-will doctrine, plus the contractual exception. Arkansas does not recognize the implied covenant of good faith and fair dealing as a freestanding limitation on at-will employment for private-sector workers.

Public Policy Exception — Arkansas recognizes the public policy exception to at-will employment. Under this doctrine, an employer may not discharge an employee solely for refusing to participate in, or refusing to remain silent about, illegal activities, or in violation of a well-established public policy. The Arkansas Supreme Court established this exception in Sterling Drug, Inc. v. Oxford, 743 S.W.2d 380 (Ark. 1988), and M.B.M. Co., Inc. v. Counce, 596 S.W.2d 681 (Ark. 1980). Arkansas courts look to state statutes and constitutional provisions to identify protected public policies. The Arkansas Department of Labor and Licensing specifically identifies the following as examples of protected conduct: refusing to break the law, serving on jury duty, obeying a subpoena, and reporting a suspected violation of state or federal law. Source: https://labor.arkansas.gov/resources/faqs/

Implied Contract Exception — Arkansas recognizes the implied contract exception. Where an employment manual or handbook contains an express provision that an employee will be discharged only “for cause,” the manual may create an enforceable contract limiting termination to cause. The Arkansas Supreme Court established this rule in Gladden v. Arkansas Children’s Hospital, 292 Ark. 130 (1987), holding that a for-cause employment contract was formed even though the employer characterized employment as at-will, because the manual contained a definitive list of grounds and conditions for dismissal. Oral promises may also create an implied contract under Arkansas law.

Good Faith and Fair Dealing Exception — Arkansas does not recognize an independent implied covenant of good faith and fair dealing as a freestanding limitation on at-will employment. Arkansas courts have held that while every employment contract contains an implied covenant of good faith and fair dealing, this covenant prohibits discharge only when the reason contravenes public policy — meaning the public policy exception is the operative doctrine, not a separate good faith exception. Smith v. American Greetings Corp., 804 S.W.2d 683 (Ark. 1991).

At-Will Exception Recognized in Arkansas? Legal Basis
Public Policy Yes Sterling Drug, Inc. v. Oxford, 743 S.W.2d 380 (Ark. 1988); M.B.M. Co. v. Counce, 596 S.W.2d 681 (Ark. 1980)
Implied Contract Yes Gladden v. Arkansas Children’s Hospital, 292 Ark. 130 (1987)
Good Faith & Fair Dealing No (subsumed into public policy) Smith v. American Greetings Corp., 804 S.W.2d 683 (Ark. 1991)

Wrongful Termination in Arkansas

What Constitutes Wrongful Termination in Arkansas?

Wrongful termination in Arkansas occurs when an employer terminates an employee in violation of federal or state law, public policy, or an employment contract. Because Arkansas does not have a dedicated state civil rights enforcement agency, discrimination-based wrongful termination claims are processed through the EEOC or filed directly as private lawsuits under the Arkansas Civil Rights Act of 1993 (ACRA), Ark. Code Ann. § 16-123-101 et seq. Source: https://labor.arkansas.gov/resources/faqs/

Federal Protected Classes (apply in all states):

Federal law prohibits termination based on race, color, national origin, sex, religion (Title VII, 42 U.S.C. § 2000e — employers with 15+ employees), age 40 and over (ADEA, 29 U.S.C. § 623 — employers with 20+ employees), disability (ADA, 42 U.S.C. § 12101 — employers with 15+ employees), pregnancy (Pregnancy Discrimination Act), and genetic information (GINA). Source: https://www.eeoc.gov/discrimination-type

State Protected Classes Under the Arkansas Civil Rights Act:

The ACRA, Ark. Code Ann. § 16-123-107(a), prohibits employment discrimination based on race, religion, national origin, gender, or the presence of any sensory, mental, or physical disability. The ACRA employer coverage threshold is nine or more employees — lower than most federal thresholds — making it applicable to smaller businesses not covered by federal law. Ark. Code Ann. § 16-123-102(7). Source: https://advance.lexis.com/container?config=00JAA3ZTU0NTIzYy0zZDEyLTRhYmQtYmRmMS1iMWIxNDgxYWMxZTQKAFBvZENhdGFsb2cubRW4ifTiwi5vLw6cI1uX (Arkansas Code online via Arkansas Legislature)

Effective August 1, 2023, the ACRA was amended by the CROWN Act to clarify that race and national origin discrimination includes discrimination based on natural, protective, or cultural hairstyles such as afros, dreadlocks, twists, locs, braids, cornrow braids, Bantu knots, and curls. Ark. Code Ann. § 16-123-102(2)-(3), (10).

Note: The ACRA does not expressly include sexual orientation or gender identity as a separate protected class. Federal law under Bostock v. Clayton County, 590 U.S. 644 (2020), extends Title VII protections to sexual orientation and gender identity for employers with 15 or more employees.

Law Minimum Employees Protected Basis
Arkansas Civil Rights Act 9+ Race, religion, national origin, gender, disability
Title VII (federal) 15+ Race, color, national origin, sex, religion
ADA (federal) 15+ Disability
ADEA (federal) 20+ Age (40+)
Claim Type Time Limit Filing Agency
Federal discrimination (Title VII, ADA, ADEA) 180 days from date of alleged harm EEOC Little Rock Area Office
State discrimination (ACRA, Ark. Code Ann. § 16-123-107) 1 year from discriminatory act, OR 90 days from EEOC Right to Sue letter, whichever is later Arkansas Circuit Court (private lawsuit; no state agency)
Workers' compensation retaliation (Ark. Code Ann. § 11-9-107) 3 years (general limitation) Arkansas Workers' Compensation Commission / Circuit Court
Public policy wrongful discharge 3 years (general tort limitation) Arkansas Circuit Court
Breach of implied contract 5 years (written contract); 3 years (oral) Arkansas Circuit Court

Arkansas is not a deferral state. The EEOC filing deadline for discrimination charges in Arkansas is 180 days — the 300-day extended period does not apply because Arkansas does not have a state civil rights agency with work-sharing authority. Source: https://www.eeoc.gov/field-office/littlerock/timeliness

For more information on wrongful termination law generally, see the What Is Wrongful Termination? guide.

Final Paycheck Laws in Arkansas

This section covers one of the most frequently searched topics in Arkansas employment law. Final paycheck rules vary by separation type.

Separation Type Definition Final Pay Impact Unemployment Eligibility
Fired / Discharged Employer ends employment for cause or without cause Due by next regular payday; double wages owed if not paid within 7 days of that date Eligible unless fired for misconduct
Laid Off / Reduction in Force Employer ends employment for business reasons Same deadline as fired/discharged Generally eligible
Voluntary Resignation Employee quits No state statute sets a specific deadline; next regular payday is the standard Generally not eligible (exceptions for good cause)
Constructive Discharge Employee resigns due to intolerable conditions Treated as involuntary termination for legal purposes May be eligible if conditions meet legal standard
Mutual Agreement / Contract End Both parties agree to end employment No state-specific deadline beyond general payment requirement Depends on circumstances

When Is the Final Paycheck Due in Arkansas?

Under Ark. Code Ann. § 11-4-405(a), when a company or corporation terminates an employee, all wages due must be paid by the next regular payday. The Arkansas Department of Labor and Licensing confirms this rule in its official FAQ. Source: https://labor.arkansas.gov/resources/faqs/

Termination Type Final Paycheck Deadline Citation
Involuntary termination (fired/laid off) By the next regular payday Ark. Code Ann. § 11-4-405(a)
Voluntary resignation No specific state statute; next regular payday is the standard Ark. Code Ann. § 11-4-405; Arkansas DOL FAQs
Mutual agreement / End of contract No specific state statute; next regular payday is the standard Ark. Code Ann. § 11-4-405

What Must Be Included in the Final Paycheck?

The final paycheck must include all earned wages through the last day of work and accrued overtime. Permissible deductions include taxes and court-ordered withholdings. Arkansas law does not permit employers to require employees to waive their right to receive all earned compensation regardless of the circumstances surrounding the termination.

PTO and Vacation Payout at Termination in Arkansas

Arkansas does not require employers to pay out accrued, unused vacation or PTO at termination. Arkansas law leaves this matter to the employer’s written policy or employment contract. If an employer’s policy expressly provides for PTO payout, or if it is included in an employee handbook, the employee has a contractual right to expect the employer to honor that provision. Crain Industries, Inc. v. Cass, 810 S.W.2d 910 (Ark. 1991). Arkansas does not prohibit “use-it-or-lose-it” vacation policies.

Wage claims for unpaid PTO where a policy promises payout are filed with the Arkansas Department of Labor and Licensing, Labor Standards Division. Source: https://labor.arkansas.gov/labor/labor-standards/wage-claims/

Penalties for Late Final Paycheck in Arkansas

Under Ark. Code Ann. § 11-4-405(b), if an employer fails to make the final payment within seven (7) days of the next regular payday, the employer owes the employee double the wages due. Wage claims are filed with the Arkansas Department of Labor and Licensing, Labor Standards Division at https://labor.arkansas.gov/labor/labor-standards/wage-claims/. The statute of limitations for wage claims is generally three years for willful violations.

For a comprehensive overview of final paycheck rules nationwide, see the Final Paycheck Laws by State guide.

Severance Pay Laws in Arkansas

Does Arkansas Require Severance Pay?

Arkansas does not require employers to provide severance pay upon termination. No federal law mandates severance pay. Severance is governed by the employer’s own policy, employment contract, or collective bargaining agreement. If an employer has an established severance policy or practice, the terms of that policy control. Source: https://www.dol.gov/general/topic/termination

Severance Agreements and Release of Claims

Under the Older Workers Benefit Protection Act (OWBPA), 29 U.S.C. § 626(f), employees age 40 and over who sign a release of age discrimination claims as part of a severance agreement must receive specific protections: a 21-day period to consider the agreement (or 45 days for group layoffs), written notice of the right to revoke the agreement, and a 7-day revocation period after signing. Waivers that fail these requirements are not enforceable as to ADEA claims. Source: https://www.eeoc.gov/age-discrimination

Arkansas has no additional state requirements for severance agreement enforceability beyond standard contract law principles.

Information on negotiating severance is available at the How to Negotiate Severance guide.

WARN Act and Mass Layoff Laws in Arkansas

Federal WARN Act Requirements

The federal Worker Adjustment and Retraining Notification (WARN) Act, 29 U.S.C. § 2101 et seq., requires employers with 100 or more full-time employees to provide at least 60 calendar days’ advance written notice before a plant closing or mass layoff. Source: https://www.dol.gov/agencies/eta/layoffs/warn

Trigger Threshold
Plant closing 50+ employees at a single site lose employment
Mass layoff 500+ employees OR 50–499 employees if ≥33% of the workforce
Employer coverage 100+ full-time employees (or 100+ employees working a combined 4,000+ hours/week)

Federal WARN exceptions: faltering company (plant closings only), unforeseeable business circumstances, and natural disaster.

Arkansas and the WARN Act

Arkansas does not have a state-level WARN Act (mini-WARN). The federal WARN Act is the sole mass layoff notification statute applicable to covered employers in Arkansas. Arkansas Workforce Connections is the agency designated by the Governor as the recipient of mandatory employer WARN notices. WARN notices in Arkansas are directed to Arkansas Workforce Connections at the Arkansas Department of Commerce. Source: https://dws.arkansas.gov/workforce-services/employers/dislocated-worker-services/

Employers subject to the federal WARN Act must provide written notice to: (1) affected employees or their union representative, (2) the Arkansas Workforce Connections Rapid Response unit, and (3) the chief elected official of the local government where the layoff or closing will occur.

For more information on federal WARN Act requirements, see the WARN Act Guide.

Retaliation and Whistleblower Protections in Arkansas

Federal Retaliation Protections

Federal law prohibits employers from retaliating against employees who engage in protected activities. Retaliation is the most frequently cited claim in EEOC charges nationally. Federal anti-retaliation protections applicable to Arkansas employees include: Title VII (discrimination complaints), ADA (disability accommodation requests), ADEA (age discrimination complaints), FLSA (wage complaints), OSHA (safety complaints), FMLA (leave requests), and the Sarbanes-Oxley Act (corporate fraud reporting for publicly traded companies). Source: https://www.eeoc.gov/retaliation · https://www.osha.gov/whistleblower

Arkansas Whistleblower and Anti-Retaliation Laws

Arkansas has limited statutory anti-retaliation protections. The primary state law protections are:

Arkansas Whistle-Blower Act (Public Employees Only) — Ark. Code Ann. § 21-1-601 et seq.: This statute prohibits public employers from taking adverse action against public employees who communicate in good faith to an appropriate authority the existence of waste of public funds, property, or manpower, or a violation of law; who participate or give information in an investigation, hearing, court proceeding, legislative inquiry, or administrative review; or who object to carrying out a directive the public employee reasonably believes violates the law. Claims under this act must be filed within 180 days of the adverse action. The statute does not cover private-sector employees. Source: https://transform.ar.gov/personnel/policy (Whistle-Blower Protection policy item #22)

Workers’ Compensation Retaliation — Ark. Code Ann. § 11-9-107: Employers are prohibited from discharging or discriminating against an employee for filing a workers’ compensation claim or for exercising any right under the Arkansas Workers’ Compensation Law. An employer who violates this provision may be fined up to $10,000 and is guilty of a Class D felony. Source: https://labor.arkansas.gov/workers-comp/

ACRA Retaliation — Ark. Code Ann. § 16-123-108: The Arkansas Civil Rights Act prohibits employers from retaliating against employees who, in good faith, oppose any act or practice unlawful under the ACRA, or who make a charge, testify, assist, or participate in any investigation, proceeding, or hearing related to civil rights enforcement. The 1-year statute of limitations (or 90 days from EEOC Right to Sue letter) applies. Source: https://advance.lexis.com/container?config=00JAA3ZTU0NTIzYy0zZDEyLTRhYmQtYmRmMS1iMWIxNDgxYWMxZTQKAFBvZENhdGFsb2cubRW4ifTiwi5vLw6cI1uX

Common Law Public Policy Protection: Arkansas courts have recognized the public policy exception as protecting employees who report violations of state or federal law. This provides a private cause of action in state circuit court, with a general three-year statute of limitations.

Private-sector employees in Arkansas do not have access to a comprehensive state whistleblower statute. Employees in the private sector are protected under the federal anti-retaliation laws listed above, plus the specific Arkansas statutory protections for workers’ compensation claims and civil rights opposition activity.

For additional information on workplace retaliation protections, see the Workplace Retaliation Laws guide.

Constructive Discharge in Arkansas

Constructive discharge occurs when an employer makes working conditions so intolerable that a reasonable person would feel compelled to resign. Under Arkansas law, courts recognize constructive discharge as a form of involuntary termination that can support a wrongful termination claim if the underlying conditions violate employment law — such as anti-discrimination statutes or the public policy exception. The burden of proof rests with the employee to demonstrate that the working conditions were objectively intolerable and that the employer intentionally made them so, leaving resignation as the only reasonable option. A constructive discharge is treated as an involuntary termination for purposes of final pay deadlines and unemployment insurance eligibility analysis.

Notice Requirements in Arkansas

Is an Employer Required to Give Notice Before Termination in Arkansas?

Arkansas does not require employers to provide advance notice before terminating an individual employee outside of WARN Act situations. Under the at-will doctrine, employers may terminate immediately. An employment contract may impose a notice requirement if the parties have agreed to one.

Is an Employee Required to Give Two Weeks’ Notice in Arkansas?

No federal or Arkansas law requires employees to provide two weeks’ notice before resigning. Two weeks’ notice is a professional convention, not a legal requirement. If an employment contract contains a notice provision, the contract terms apply.

Service Letter Laws

Arkansas does not have a service letter law requiring employers to provide a written statement of the reason for termination upon request.

How to File a Termination Complaint in Arkansas

Agency Handles Website Filing Deadline
Arkansas Department of Labor and Licensing — Labor Standards Division Wage claims, final paycheck violations, PTO disputes https://labor.arkansas.gov/labor/labor-standards/wage-claims/ 3 years (general); double wages if not paid within 7 days of next payday
Arkansas Workers' Compensation Commission Workers' compensation retaliation https://labor.arkansas.gov/workers-comp/ 3 years (general)

Arkansas does not have a state civil rights enforcement agency. Discrimination and retaliation claims under the ACRA are pursued directly in Arkansas Circuit Court as private lawsuits, or initiated through the EEOC.

Agency Handles Filing Deadline
EEOC Discrimination under Title VII, ADA, ADEA, GINA 180 days from date of alleged harm (Arkansas is not a deferral state)
OSHA Safety and health retaliation (Ark. Code Ann. § 11-9-107 and federal whistleblower statutes) Varies by statute (30 days under OSH Act; up to 180 days under other statutes)
DOL Wage and Hour Division FLSA violations, FMLA retaliation 2 years (3 years for willful FLSA violations)

Arkansas is not a deferral state. The federal EEOC filing deadline in Arkansas is 180 days from the date of the alleged discriminatory act. The 300-day extended period does not apply because Arkansas has no state civil rights agency with a work-sharing agreement. Source: https://www.eeoc.gov/field-office/littlerock/timeliness

EEOC Field Office in Arkansas:

The Little Rock Area Office has jurisdiction over the entire state of Arkansas. Source: https://www.eeoc.gov/field-office/littlerock/area

For wage claims, the Arkansas Department of Labor and Licensing — Labor Standards Division administers complaints at https://labor.arkansas.gov/labor/labor-standards/wage-claims/. For unemployment insurance, the Arkansas Department of Commerce — Division of Reemployment administers claims at https://dws.arkansas.gov/.

FAQ: Arkansas Termination Laws

Is Arkansas an at-will employment state?

Yes. Arkansas is an at-will employment state, meaning either the employer or employee may end the employment relationship at any time, for any lawful reason, or for no reason at all. Source: https://labor.arkansas.gov/resources/faqs/

Can an employer fire an employee for no reason in Arkansas?

An employer may generally fire an employee for no stated reason under at-will employment. However, the discharge must not violate federal or state anti-discrimination law, an employment contract, or a clearly recognized public policy of the state. Source: https://labor.arkansas.gov/resources/faqs/

What constitutes wrongful termination in Arkansas?

Wrongful termination in Arkansas occurs when an employer discharges an employee in violation of state or federal anti-discrimination statutes, an employment contract (written, oral, or implied), or a well-established public policy — such as firing an employee for filing a workers’ compensation claim, refusing to break the law, or serving on jury duty.

When is the final paycheck due after termination in Arkansas?

When an employer discharges or lays off an employee, all wages due must be paid by the next regular payday. If payment is not made within seven (7) days of that payday, the employer owes double wages. Under Ark. Code Ann. § 11-4-405. Source: https://labor.arkansas.gov/resources/faqs/

Does Arkansas require employers to pay out unused vacation or PTO at termination?

No. Arkansas law does not require employers to pay out accrued, unused vacation or PTO at termination. Payout is required only if the employer’s written policy or employment contract expressly provides for it.

Does the WARN Act apply in Arkansas?

Yes. The federal WARN Act, 29 U.S.C. § 2101 et seq., applies to covered employers in Arkansas — those with 100 or more employees. Arkansas does not have a state mini-WARN Act. Covered employers must provide 60 days’ advance notice to affected employees, to Arkansas Workforce Connections, and to the applicable local government. Source: https://dws.arkansas.gov/workforce-services/employers/dislocated-worker-services/

Is severance pay required by law in Arkansas?

No. Arkansas law does not require employers to provide severance pay. No federal law mandates severance pay either. Severance is governed by employer policy, employment contract, or collective bargaining agreement. Source: https://www.dol.gov/general/topic/termination

What is the statute of limitations for wrongful termination in Arkansas?

The statute of limitations depends on the claim type. Federal discrimination claims under Title VII, ADA, or ADEA must be filed with the EEOC within 180 days. State ACRA discrimination claims must be filed in court within 1 year (or 90 days from an EEOC Right to Sue letter). Public policy wrongful discharge claims have a 3-year general limitation. Wage claims have a 3-year limitation under Arkansas law.

Can an employer fire an employee for filing a complaint in Arkansas?

No. Arkansas law prohibits terminating an employee in retaliation for filing a workers’ compensation claim under Ark. Code Ann. § 11-9-107. Federal law prohibits retaliation for filing EEOC discrimination charges, OSHA safety complaints, or FLSA wage complaints. The Arkansas Civil Rights Act prohibits retaliation for opposing unlawful discrimination. Source: https://labor.arkansas.gov/workers-comp/ · https://www.eeoc.gov/retaliation

Where are termination complaints filed in Arkansas?

Wage and final paycheck claims are filed with the Arkansas Department of Labor and Licensing at https://labor.arkansas.gov/labor/labor-standards/wage-claims/. Federal discrimination and retaliation charges are filed with the EEOC Little Rock Area Office at https://www.eeoc.gov/field-office/littlerock. ACRA claims may be filed directly in Arkansas Circuit Court. Workers’ compensation retaliation claims are filed with the Arkansas Workers’ Compensation Commission at https://labor.arkansas.gov/workers-comp/.

What federal laws protect employees from wrongful termination in Arkansas?

Federal protections applicable to Arkansas employees include: Title VII of the Civil Rights Act of 1964 (race, color, national origin, sex, religion — employers with 15+), the ADA (disability — employers with 15+), the ADEA (age 40+ — employers with 20+), the Pregnancy Discrimination Act, GINA (genetic information), the FLSA (wage retaliation), the FMLA (leave retaliation), and OSHA (safety retaliation). Source: https://www.eeoc.gov/discrimination-type · https://www.dol.gov/general/topic/termination

Does Arkansas have any anti-retaliation laws beyond federal protections?

Arkansas has two primary state-level anti-retaliation protections beyond federal law: (1) Ark. Code Ann. § 11-9-107, prohibiting retaliation for filing workers’ compensation claims; and (2) Ark. Code Ann. § 16-123-108, prohibiting retaliation for opposing unlawful discrimination under the ACRA. The Arkansas Whistle-Blower Act, Ark. Code Ann. § 21-1-601 et seq., covers public-sector employees only.

What is the federal WARN Act threshold for employers in Arkansas?

The federal WARN Act applies to employers with 100 or more full-time employees. A plant closing or mass layoff triggering notice requires the loss of employment for 50 or more employees at a single site, or 500 or more employees (or 50–499 employees if that equals at least 33% of the workforce). Source: https://www.dol.gov/agencies/eta/layoffs/warn

Is two weeks’ notice required in Arkansas?

No. No federal or Arkansas law requires employees to provide two weeks’ notice before resigning. Two weeks’ notice is a professional practice, not a legal obligation. If an employment contract contains a notice provision, the contract terms govern.

Can an employer fire an employee for filing a workers’ compensation claim in Arkansas?

No. Ark. Code Ann. § 11-9-107 prohibits employers from discharging or discriminating against an employee who files a workers’ compensation claim or exercises any right under the Arkansas Workers’ Compensation Law. An employer who violates this provision may be fined up to $10,000 and is guilty of a Class D felony. Source: https://labor.arkansas.gov/workers-comp/

Sources and Verification Log

# Claim Source URL Verified Date
1 At-will employment doctrine; exceptions (public policy, implied contract); final paycheck deadline Arkansas Department of Labor and Licensing — FAQs labor.arkansas.gov/resources/faqs/ March 2026
2 Final paycheck statute — Ark. Code Ann. § 11-4-405(a)(b); next regular payday; double wages penalty Arkansas Legislature / DOL FAQs labor.arkansas.gov/resources/faqs/ March 2026
3 WARN Act — Arkansas has no mini-WARN; federal WARN applies Arkansas Division of Workforce Services dws.arkansas.gov/workforce-services/employers/dislocated-worker-services/ March 2026
4 ACRA — employer threshold, protected classes, filing deadline Arkansas Legislature advance.lexis.com March 2026
5 CROWN Act amendment to ACRA (2023) Arkansas Legislature advance.lexis.com March 2026
6 Arkansas Whistle-Blower Act — public employees only Arkansas Department of Transformation transform.ar.gov/personnel/policy March 2026
7 Workers' compensation retaliation — penalties and enforcement Arkansas Workers' Compensation Commission labor.arkansas.gov/workers-comp/ March 2026
8 EEOC filing deadline — 180 days EEOC Little Rock Area Office eeoc.gov/field-office/littlerock/timeliness March 2026
9 EEOC Little Rock jurisdiction and location EEOC eeoc.gov/field-office/littlerock March 2026
10 Wage claims filing process Arkansas Department of Labor labor.arkansas.gov/labor/labor-standards/wage-claims/ March 2026
11 Public policy exception case law Arkansas Supreme Court labor.arkansas.gov/resources/faqs/ March 2026
12 Implied contract exception case law Arkansas Supreme Court labor.arkansas.gov/resources/faqs/ March 2026
13 Federal WARN Act requirements U.S. Department of Labor dol.gov/agencies/eta/layoffs/warn March 2026
14 No severance pay requirement U.S. Department of Labor dol.gov/general/topic/termination March 2026
15 OWBPA age discrimination release rules EEOC eeoc.gov/age-discrimination March 2026
16 Federal discrimination thresholds EEOC eeoc.gov/discrimination-type March 2026
17 FMLA protections U.S. Department of Labor dol.gov/agencies/whd/fmla March 2026
18 OSHA whistleblower protections OSHA osha.gov/whistleblower March 2026
19 PTO payout rules — employer policy governs Arkansas DOL FAQs labor.arkansas.gov/resources/faqs/ March 2026

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This page compiles information from official government sources for general reference purposes. It does not constitute legal advice. Employment law is subject to legislative changes and judicial interpretation. For specific compliance questions, consultation with a licensed attorney. Last updated: March 2026.