Employment Contract - At-Will - Kentucky
AT-WILL EMPLOYMENT AGREEMENT — KENTUCKY
This Agreement is made on [__/__/____] between [EMPLOYER LEGAL NAME], at [ADDRESS] (Employer), and [EMPLOYEE NAME], at [ADDRESS] (Employee).
1. Position and start
Employee begins work on [__/__/____] as [JOB TITLE], reporting to [SUPERVISOR OR TITLE]. The primary work location is [ADDRESS / REMOTE ARRANGEMENT]. Expected schedule: [DAYS AND HOURS OR VARIABLE SCHEDULE]. Main duties: [BRIEF DESCRIPTION]. A job description is ☐ attached as [EXHIBIT] ☐ not attached. Employer may make lawful changes to duties or schedule with appropriate notice.
2. At-will employment
This Agreement states no fixed employment term. Either Employer or Employee may end employment at any time, with or without cause or advance contract notice, subject to applicable law. No policy, oral statement, or performance review promises a definite term. Any change to the at-will term requires a later written agreement signed by both parties. This clause does not authorize discharge prohibited by law or waive a protected right.
3. Pay, benefits, and expenses
| Item | Agreed term |
|---|---|
| Wage or salary rate | $[AMOUNT] per [HOUR / WEEK / YEAR / OTHER] |
| Pay period and regular payday | [WEEKLY / BIWEEKLY / SEMIMONTHLY / OTHER LAWFUL PERIOD]; [DAY OR DATES] |
| Overtime classification and method | [NONEXEMPT / EXEMPT, AFTER REVIEW]; [HOURLY TIME RECORD / OTHER] |
| Payment method | [CHECK / AUTHORIZED DIRECT DEPOSIT / OTHER LAWFUL METHOD] |
| Paid leave and accrual | [POLICY NAME AND DATE OR TERMS / NONE] |
| Other benefits | [PLAN NAMES OR NONE] |
Employer will pay wages on the stated schedule in accordance with KRS 337.020 where that section applies and other controlling wage law. Any bonus or commission is ☐ not offered ☐ governed by the signed plan labeled [PLAN NAME AND DATE], attached to this Agreement. Benefit eligibility follows the governing plan documents and law. Employer will reimburse approved, documented business expenses under [ATTACHED POLICY NAME / WRITTEN TERMS].
4. Work and property
Employee will perform assigned lawful duties and comply with workplace policies provided by Employer, subject to applicable law. Employer property, access credentials, and work records supplied for the job remain Employer's property and will be returned on request or separation. Employee may retain records law permits Employee to keep and may report concerns or cooperate with a government agency as law protects. This Agreement creates no post-employment noncompetition or nonsolicitation restriction, invention assignment, trade-secret waiver, or duty to defend or indemnify Employer. Any such term requires separate review and a signed rider.
5. Separation and final pay
When employment ends, Employer will pay all earned wages or salary no later than the later of the next normal pay period after separation or 14 days after separation, as KRS 337.055 requires. Accrued leave and other benefits will be handled under the governing written policy or plan and applicable law. Employee will return Employer property and provide a forwarding address for final documents: [ADDRESS / TO BE PROVIDED]. Ending employment does not cancel wages already earned.
6. Agreement and signatures
Kentucky law governs this Agreement. Changes require a writing signed by both parties. If a provision cannot lawfully be enforced, that provision is ineffective to that extent and the other lawful terms remain. This Agreement and the attachments identified below state the employment terms, subject to nonwaivable law and governing benefit-plan documents.
Attachments incorporated at signing: ☐ Job description [DATE] ☐ Bonus or commission plan [DATE] ☐ Leave policy [DATE] ☐ Expense policy [DATE] ☐ None. Each signer receives a completed copy with the checked attachments.
| Employer | Employee |
|---|---|
| Signature: [________________________________] | Signature: [________________________________] |
| Printed name/title: [________________________________] | Printed name: [________________________________] |
| Date: [__/__/____] | Date: [__/__/____] |
Sources and References
About this template
- Last updated
- October 21, 2026
- Citations checked
- October 21, 2026
- Jurisdiction
- Kentucky
- Category
- Employment & HR
Legal authority
- KRS 337.020 (ordinary wage-payment frequency)
- KRS 337.055 (final wages after separation)
Employment documents govern the relationship between a company and its workers, from offer letters and employment agreements through handbooks, performance reviews, and separations. Done right, they set clear expectations, protect against wrongful termination and discrimination claims, and give both sides a record to rely on. Done poorly, they invite lawsuits, agency complaints, and costly disputes.
Not legal advice
This template is provided for informational purposes. We recommend having an attorney review any legal document before signing, especially for high-value or complex matters.
Checked against the law it cites
A reviewer verified this template's legal citations against the official source on October 21, 2026.
KRS 337.020 (checked October 21, 2026): "Every employer doing business in this state shall, as often as semimonthly, pay to each of its employees all wages or salary earned to a day not more than eighteen (18) days prior to the date of that payment."
KRS 337.055 (checked October 21, 2026): "Any employee who leaves or is discharged from his employment shall be paid in full all wages or salary earned by him; not later than the next normal pay period following the date of dismissal or voluntary leaving or fourteen (14) days following such date of dismissal or voluntary leaving whichever last occurs."
Sanders v. McLane Co., Civil Action No. 25-115-DLB-CJS (E.D. Ky. 2025) (checked October 21, 2026): "In Kentucky, ‘absent a specific contractual provision to the contrary,’ employment is generally terminable at-will."
Sanders v. McLane Co. (public-policy exception) (checked October 21, 2026): "However, Kentucky law recognizes a narrow public policy exception to the terminable-at-will doctrine—the tort of wrongful discharge."
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