Wrongful Termination in Alaska
Reviewed by DocDraft Legal Team - Alaska - Last updated November 12, 2026
Wrongful termination in Alaska means a firing that breaks a law or a contract, or that falls under the limits Alaska courts place on at-will employment through the implied covenant of good faith and fair dealing. The Alaska Human Rights Law (AS 18.80) reaches any employer with one or more employees in the state, and the superior court is the court of original jurisdiction over claims under it. Discrimination charges can go to the Alaska State Commission for Human Rights. When an employer ends the job, final pay is due within three working days, regardless of the cause.
Find out where you stand in Alaska
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What counts as wrongful termination in Alaska?
Alaska employment is generally at-will, but Alaska courts apply an implied covenant of good faith and fair dealing that checks an employer's freedom to fire at-will employees, including some firings that violate public policy. A firing is also wrongful when it breaks a law, such as the Alaska Human Rights Law, or an employment contract.
Where do you file a discrimination complaint in Alaska, and by when?
Charges under the Alaska Human Rights Law go to the Alaska State Commission for Human Rights, and the law covers employers with one or more employees in the state. Confirm the Commission's filing deadline with the Commission. EEOC charges (15+ employees, 20+ for age) are due within 300 days from the date of harm.
Where can you sue for wrongful termination in Alaska?
Alaska law makes the superior court the court of original jurisdiction over all causes of action under the Alaska Human Rights Law (AS 22.10.020(i)). The time limit for a lawsuit depends on the claim, so confirm the deadline that applies to yours before it passes. Attorney review is available.
When is your final paycheck due after being fired in Alaska?
If the employer ends the job, regardless of the cause, payment is due within three working days after the termination (AS 23.05.140(b)). If it is late, put your request in writing, keep a copy with your pay stubs and records of your hours, and note the date you asked.
Alaska wrongful termination rules
Alaska stands out for how small an employer can be and still be covered. The Alaska Human Rights Law defines an employer as a person, including the state and its political subdivisions, with one or more employees in the state (AS 18.80.300(5)), and it makes the superior court the court of original jurisdiction over every cause of action under the law (AS 22.10.020(i)). AS 18.80.220(a)(4) bars discharging a person because the person opposed practices the law forbids. Alaska employment is generally at-will, but Alaska courts read an implied covenant of good faith and fair dealing into employment, which can reach some firings that violate public policy. Final pay moves fast: when the employer ends the job, regardless of the cause, payment is due within three working days (AS 23.05.140(b)), and a final paycheck demand letter is how to put a late payment in writing.
Relevant Laws
AS 18.80.300 and 18.80.220 (Alaska Human Rights Law)
An employer is a person with one or more employees in the state; discharge for opposing forbidden practices is unlawful.
AS 22.10.020(i) (superior court jurisdiction)
The superior court is the court of original jurisdiction over all causes of action under AS 18.80.
AS 23.05.140 (final pay)
If the employer ends the job, regardless of cause, payment is due within three working days after the termination.
EEOC Seattle timeliness
The EEOC's Seattle office gives 300 days from the date of harm for employers with 15 or more employees (20 or more for age) in Alaska.
Regional Variances
Alaska wrongful termination rules
At-will status
Generally at-will, subject to the implied covenant of good faith and fair dealing.
Recognized exceptions
Statutory claims under the Alaska Human Rights Law, contract claims, and firings that breach the implied covenant of good faith and fair dealing, including some that violate public policy.
State agency and law
Alaska State Commission for Human Rights; Alaska Human Rights Law, AS 18.80.
EEOC charge deadline
300 days from the date of harm (EEOC Seattle and San Francisco offices), for employers with 15 or more employees, or 20 or more for age.
Employer size covered
Employers with one or more employees in the state (AS 18.80.300(5)).
Whistleblower and retaliation law
AS 18.80.220(a)(4): no discharge because the person opposed practices forbidden under the Human Rights Law.
Deadline to sue
Superior court is the court of original jurisdiction over Human Rights Law claims (AS 22.10.020(i)); confirm the time limit for your claim.
Final paycheck
Within three working days after the employer ends the job, regardless of the cause (AS 23.05.140(b)).
Suggested Compliance Checklist
Request your final pay in writing
If unpaid 3 working days after the firing days after startingAlaska requires final pay within three working days after an employer ends the job. If it has not arrived, send a written request for the exact amount owed.
Save records and write a timeline
Within days of the firing days after startingKeep the termination notice, messages, pay stubs and a dated timeline, with witness names.
File a charge with the Commission or the EEOC
Confirm the Commission deadline; EEOC 300 days days after startingFile with the Alaska State Commission for Human Rights after confirming its deadline, or an EEOC charge (employers with 15 or more employees, 20 or more for age) within 300 days of the date of harm.
Confirm the deadline to sue
Before the time limit for your claim days after startingClaims under the Alaska Human Rights Law go to superior court. Confirm the time limit for your specific claim early.
Send a demand letter or review a settlement
Before signing any release days after startingA demand letter sets out your claim and what you want. Review any settlement agreement before signing; attorney review is available.
| Task | Description | Document | Days after starting |
|---|---|---|---|
| Request your final pay in writing | Alaska requires final pay within three working days after an employer ends the job. If it has not arrived, send a written request for the exact amount owed. | final-paycheck-demand-letter | If unpaid 3 working days after the firing |
| Save records and write a timeline | Keep the termination notice, messages, pay stubs and a dated timeline, with witness names. | - | Within days of the firing |
| File a charge with the Commission or the EEOC | File with the Alaska State Commission for Human Rights after confirming its deadline, or an EEOC charge (employers with 15 or more employees, 20 or more for age) within 300 days of the date of harm. | - | Confirm the Commission deadline; EEOC 300 days |
| Confirm the deadline to sue | Claims under the Alaska Human Rights Law go to superior court. Confirm the time limit for your specific claim early. | - | Before the time limit for your claim |
| Send a demand letter or review a settlement | A demand letter sets out your claim and what you want. Review any settlement agreement before signing; attorney review is available. | demand-letter | Before signing any release |
Frequently Asked Questions
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