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An at will employment system allows an employer to terminate an employee at any time for any reason, except illegal, or without reason/incurring an legal liability. At the same time, an employee is free to walk away from a job at any time for any or no reason at all, without adverse legal consequences. This also provide the opportunity for employers to change the benefits, wages, or paid time off to the employee. There are exemptions to this, that work to benefit both parties. This system creates an idea that makes people believe that is in place to help the individual. Unfortunately, this system creates an environment of subtle hostility towards an unskilled, labored, or uneducated employee that only benefits the employer. Employed within an at will system allows for an imbalance of expectation of work and takes the protection away from the employee at the will of the employer.

An employee who believes that will be fired at any moment will, if they are good, care about It, whereas an employee is bad does not care about it. According to Sun & Wei (2019), an [employer]'s non-contractible firing threat can regulate its employee's incentive to shirk, when the latter has reputation concerns. This implies that an employee who does care, or is considered a good employee will be mindful of their perception. Additionally, Sun & Wei (2019) create a model that exhibits a worker increases their incentive to work, however as their reputation worsens, the [employer] becomes more inclined to fire the worker. Whereas a bad employee, may only increase efficiency to delay or alleviate the possibility of being fired. Thus creating a hostile environment amongst employees. Where employees that do a good job, will continue to feel that they must go above and beyond in order to keep a good reputation, all while possibly not being compensated for their work. A bad employee, may continue to shirk, and only increase productivity for enough time to avoid being fired. This creates an imbalance of perceived expectation among employees and also a hostile environment amongst near peer employees.

Again, the idea behind a free at will system, allows both the employee and employer to believe they have rights. When in reality, there is little protection to both the employer and employee as it relates to job security.The employer has the ability to change the game and the employee has to accept it or move on to a new job.According to Agnello et al. (2018), employees are not able to bargain effectively because the supply of labor to the employer is virtually endless for unskilled labor. The employee will have little say in the matter, as it relates to job changes, for fear of being replaced as quickly as the change occurred. Pay, hours worked, shift availability, leave approved and taken away, etc. For many unskilled laborers, these positions is what provides food for family and not pocket change for a rainy day. Agnello et. Al (2018) considers that the loss employment may result in the loss of ability to provide for the needs of one's family. With an at will system, it is well within the rights of the employer to dismiss the employee, even if that means a family will lose their financial stability.

On the other hand, at will allows the employer to make adjustments as they see fit. Especially a small business that must continue to ensure they are going to survive for the long haul. They are able to let go of an employee that continues to shirk, or shows any sign of wanting to shirk. That at will employment creates an environment of competitiveness, that may drive overall productivity. That with the everchanging times, a pandemic would fall upon us and demand change that businesses must meet in order to stay afloat. More specifically, to demand their employees wear personal protective equipment despite at one point, not necessarily required, but strongly recommended.

Exceptions to an at will system are usually in a contractual agreement set in place with employer and employee. However, mentioned by Agenllo et al. (2018) that may only exist for employees with a unique skill or higher levels are education that are better able to bargain for their employer. In some cases, some jobs are protected by unions, again in a collective bargaining agreement.For the employees that exist in a position that does not require more than a high school degree, they continue to suffer under the mismanagement of an at will employer. It has been made more apparent in the last year alone, as the world saw the demand for telework, while medical personnel were considered heroes for their sacrifice and cashiers continued to work in subpar conditions for fear of termination.