The phrase “Tennessee is an at-will employment state” can feel like the end of the road for employees who’ve been fired, demoted, or mistreated. Employers often use it as a shield to shut down questions or justify decisions that feel deeply unfair. But while “at-will” is the default rule, it is not an absolute one. The law draws a bright line: employers can act unfairly, but they cannot act illegally.
If your termination touches a protected category, involves retaliation, or violates clear public policy, the “at-will” defense doesn’t apply—and you may have a strong legal claim.

When two lawyers said nothing could be done, Adam Rodrigues found a way. Discover how one attorney’s bold post-conviction strategy challenged federal sentencing conventions — freeing his client nearly 40 months early and redefining what justice can look like. Plus full video testimonial.

Guilty or not guilty? Really isn’t the question. Even after conviction, fairness matters. At Adam Rodrigues Law, we review cases for constitutional errors, ineffective counsel, and sentencing issues to ensure justice was done lawfully. Our post-conviction team fights for second chances and helps clients rebuild their lives with dignity and due process.

Whether you’re still working for your employer or were recently terminated, Tennessee law protects you from discrimination, retaliation, and wage theft. Learn when workplace mistreatment becomes illegal and how to take action before critical filing deadlines expire.