Client Guide – Can my employer fire me for getting a DUI?

Written by Reynolds Defense Firm

On February 15, 2022

We do one thing, and we do it very well. We specialize in representing good people facing DUI charges. Our team at Reynolds Defense Firm talks to a lot of good people who have been arrested. Our goal is that by the end of the conversation, every person we talk with is better off than he or she was before they called us. And when those good people we talk to become our clients, we provide them with even more resources to help guide them through the far-reaching effects of a DUI.

One common concern we hear often from our clients, is the fear of losing their job because of their DUI arrest. To address this concern, we sat down with one of our amazing associate attorneys, Anthony Li.

RDF: Can an employer fire someone because they were arrested for DUI?

Unfortunately, at-will employers can fire you for almost any reason, unless it’s an illegal reason like retaliation or membership in a protected class. An employer can and may take employment action against you for having been charged with a DUII, especially if your job entails driving of some kind. While it may be helpful in some situations to clarify to your employer that the law presumes you innocent until proven guilty, that legal presumption does not prohibit a private employer from taking adverse employment action against you based on the fact of an arrest, charge, or conviction. For more information on the topic, talk to your RDF attorney and they can help you find an employment law attorney who can address any further questions you might have.

To learn more about whether or not you are required to let your employer know about your DUI arrest, visit our other blog. For more DUI FAQ’s, visit our website and continue reading through our ‘Client Guide.’

As always, we hope you never need to call us, but if you or a loved one has been arrested for DUI, contact us today, at (503) 549-4590to start getting questions answered about your unique situation.

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