A manager might make encouraging statements during a job interview or performance review. They might praise your work, hint at a bright future, and make what sound like concrete promises. You leave the meeting feeling motivated and secure, trusting their word. The problem is that the law sees most of these conversations as casual encouragement. Without a written, signed agreement, many verbal promises from employers are unenforceable. This leaves you with no recourse when they fail to materialize.
Here are six common verbal promises from a boss that hold no legal weight.
1. The Promise of a Future Promotion or Raise
This is a common verbal promise. A manager might say, “Keep up the great work, and you’re on track for a promotion in six months.” They might also promise a 10% raise at your next review. While this may be their intention, it is not a legally binding contract. Budgets get cut, management changes, and priorities shift. The company has no legal obligation to follow through unless the promise is documented in a formal offer letter or signed contract.
2. The Promise of Job Security (“You’ll always have a job here”)
A boss might tell a long-time employee, “Don’t worry, you’re part of the family. You’ll always have a job here.” This feels reassuring, but it means nothing legally. Most U.S. employment is “at-will.” This means an employer can terminate an employee at any time, for any non-discriminatory reason. A casual verbal assurance of job security does not override this doctrine. You can still be laid off in the next restructuring.
3. The Promise of a Specific Bonus Amount
During a good quarter, a manager might say, “Everyone on the team is getting a $5,000 bonus if we hit our targets.” You and your team work hard and hit the targets. But then the bonuses are smaller than promised or don’t come at all. A verbal promise of a bonus is usually a discretionary statement, not an enforceable wage promise. The company can likely change the terms at any time unless the bonus plan is a formal, written policy with non-discretionary criteria.
4. The Promise to Alter an “At-Will” Employment Status
This is a more subtle but critical trap. You would need a clear, explicit contract stating you can only be fired “for cause” to overcome the at-will presumption. A manager’s verbal statement like, “We only fire people for poor performance here,” does not create such a contract. Courts consistently rule that these general statements are not specific enough. They do not change the at-will nature of your employment. It’s simply a statement of company policy, which can change at any moment.
5. The Promise of Paying Out Unused Vacation or Sick Time
Company policies on paying out unused paid time off (PTO) vary widely. These rules are governed by state law. A manager might verbally promise, “Of course, we’ll pay out your unused vacation days if you leave.” However, the written policy will almost always trump the manager’s verbal assurance. This is true if the official handbook says the company forfeits unused time upon termination.
6. The Promise of Future Equity or Stock Options
Startup founders often use verbal promises of future equity to entice employees. A founder might say, “We’ll grant you 1% of the company stock once we secure funding.” This is a particularly dangerous promise to trust. Equity grants are complex legal transactions. They must be documented in a formal stock option agreement and approved by the board of directors. A verbal promise of future ownership is worth nothing until it is put into a signed legal document.
Get It in Writing, Or It Didn’t Happen
It can feel awkward to question a friendly manager’s word. However, it’s essential for protecting your career and finances. In employment law, the written word is king. If a promise is important to you, you must get it documented. A simple follow-up email confirming your conversation can be a good start. But for significant terms, a formal, signed agreement is the only real protection you have. Don’t learn the hard way that most verbal promises from employers are legally meaningless.
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