Employment Contract Violations

Employment Contract Violations: When Employers Break Their Word in New York

You did everything right. You signed the contract, showed up ready to give it your all, and trusted your employer to follow through. But then they flipped the script. Bonuses disappeared. Your job changed overnight. Maybe they even let you go without warning or explanation. If that’s hitting too close to home, keep reading. Situations like these may be illegal. Wrongful termination attorneys see these patterns all the time across workplaces.

At Horn Wright, LLP, we represent people who’ve been blindsided by broken agreements. If your job started in a Midtown high-rise or a warehouse in Long Island City and ended with betrayal, we’re here to talk. While New York has strong legal protections around employment contracts, keep in mind that laws can look a bit different just across the border in states like Maine, New Hampshire, and Vermont, certain employment terms and remedies may vary. Our attorneys understand those distinctions, and we’ll help you figure out your best path forward with clarity, honesty, and respect.

The Most Brazen Ways Employers Break Their Promises

Some companies count on the fact that you won’t push back. They bank on confusion, fear, and the hope you’ll just “move on.” But when they break a signed contract, that’s not just shady. It could be unlawful.

That's not overreacting. These are real violations that happen way too often across various US states, sometimes tied to wage and hour disputes or retaliation:

• Unpaid bonuses or commissions: You hit the targets. They made the promise. If they won’t pay up, that’s a breach.
• Early or wrongful termination: New York might be “at-will,” but if your contract had clear terms, they can't just ignore them.
• Non-compete abuse: Overreaching clauses can unfairly block you from working in your field. That’s not okay.
• Ignored benefits: Promises like PTO, insurance, or equity aren’t optional if they’re in writing.
• Sneaky job changes: Quietly piling on extra work or switching your role without revising the contract? That’s a red flag.

Even small violations add up. A pattern of broken promises damages trust and builds a strong legal argument. If those broken terms lead to retaliation, unequal treatment, or being pushed out entirely, you're no longer just dealing with a shady employer. You’re facing potential legal liability.

“But They Said…” Do Verbal Promises Really Count?

Sometimes, your employer says something that feels like a promise, maybe during an interview or casually in a meeting, and you take them at their word. You make decisions based on that promise. But when it’s time to deliver, suddenly they act like that conversation never happened. 

So, do verbal agreements actually hold water, especially in New York? Sometimes, they do, but only if you’ve got the right support behind you. The terms must be specific. “You’ll get a $10,000 bonus if you close five accounts” is a lot stronger than vague talk about being “rewarded.” The promise needs to be doable within a year. New York’s Statute of Frauds says anything longer has to be in writing. 

You need evidence. A follow-up email, saved text, or meeting notes can help lock in what was actually said. Verbal promises made under pressure, especially during sensitive moments like severance negotiations, can backfire fast if nobody documents them. Even if you trust your boss, don’t leave your rights up to a conversation that’s easy to deny later.

The Fine Print Might Save You, So Read It Again

No one likes reading contracts. They’re dense, full of jargon, and usually feel one-sided. But if your employer isn’t holding up their end, the answer might be hidden in those fine-print clauses you barely glanced at, especially when those terms relate to issues like sex discrimination or bias in performance expectations.

Look closely at:

• Termination terms: Did they follow the correct process to let you go? If not, that’s a problem.
• Dispute resolution: Some contracts say you’ve got to go through arbitration first.
• Change rules: Employers can’t just change your job duties on a whim if the contract says otherwise.
• Bonus or commission criteria: If you met the goals, they owe you, simple as that.
• Overly broad restrictions: Non-compete clauses that prevent you from working across half the state? Often not enforceable.

A surprising number of people miss out on rightful compensation because they didn’t revisit the original agreement. Don’t make that mistake—especially if you’re dealing with unpaid wages or overtime issues.

When Your Job Suddenly Feels Like a Bait-and-Switch

At first, it all seemed fine. Then the job started changing. Maybe your title stayed the same, but the responsibilities grew and so did the stress. Maybe your hours shifted. Or they pulled you off key projects without explanation, a tactic that can reflect deeper favoritism or toxic workplace dynamics.

You might be facing sudden demotions that push you aside without warning or justification. Or maybe your pay structure shifted, and you found yourself on commission instead of salary without ever agreeing to the change.

Sometimes, it’s your schedule, suddenly different, with no input or explanation, despite what was laid out in your agreement. And when the workload piles on, and you're asked to lead teams or handle bigger responsibilities with no added pay, it crosses a line from inconsiderate to potentially unlawful.

These shifts are often related to workplace problems like hostile environments or discrimination based on age. If your role feels like it changed overnight and not in your favor, you have rights and there are ways to assert them.

Think Your Contract Was Violated? Here’s What to Do Right Now

In FY 2023, New York City saw a 65% increase in salary-related claims, totaling $260.8 million in payouts. While most of the payouts came from a major employment discrimination judgment, it’s a strong signal that when employees fight back, employers take notice.

So what can you do if you’re in the middle of this? First, don’t panic. But don’t wait, either. Here’s what you can start doing right now:

1. Grab your documents. Get your contract, offer letter, and anything else official.
2. Build your timeline. What changed? When? Keep track.
3. Save all messages. Even a quick Slack message from HR could matter.
4. Stay cool. Avoid confrontations until you’ve got clarity.
5. Talk to someone who knows the law. Employment attorneys can help, especially in whistleblower retaliation and other retaliation-related claims.

Waiting too long can make things harder. The sooner you move, the more control you’ll have.

Know What You’re Entitled To And What You Can Do About It

If your employer caught you off guard, slashed your pay, changed your duties, or let you go unfairly, you’ve got real options. The law is on your side and you deserve to understand exactly what that means.

Reach out to Horn Wright, LLP. Our wrongful termination attorneys know how to hold employers accountable, and we’ll walk you through your options with care and clarity.