Employment Law Questions? Ask an Employment Lawyer.
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Thank you.Pretty much the only cause of action that would fit would be promissory estoppel - I was thinking this while reading your question."A promise which the promisor should reasonably expect to induce action or forbearance of a definite and substantial character on the part of the promisee and which does induce such action or forbearance is binding if injustice can be avoided only by enforcement of the promise." This is promissory estoppel, and may be a cause of action in a suit. Illinois has pretty much adopted this verbiage for the definition of promissory estoppel. See Bank of Marion v. Robert" Chick" Fritz, Inc., 311 NE 2d 138 - Ill: Supreme Court 1974. Originally, that definition comes from the Second Restatement.So yes, one can pursue under this doctrine, technically. However, one would have to prove by CLEAR evidence that (1) one was told that they would be let go by a certain date, (2) that it be a specific date, and (3) one was encouraged to seek alternative employment.After this, it is up to the Judge or Jury. Promissory estoppel subjectivity. Like most causes of action, it provides the definition, but then it is up to Judge or Jury to make a decision.Best of luck.I hope this helps and clarifies. Gentle Reminder: Use the SEND or REPLY button to keep chatting, or please RATE when finished. You may always ask follow ups at no charge after rating. Kindly rate my answer as one of TOP THREE FACES/STARS and then SUBMIT, as this is how I get credit for my time with you. Rating my answer the bottom two faces/stars or failing to submit the rating does not give me credit and reflects poorly on me, even if my answer is correct. I work very hard to formulate an informative and honest answer for you; please reciprocate my good faith.