Fraudulent concealment in employment is when an employer deliberately conceals an essential term or aspect of employment from a prospective employee. As a consequence, the employee may be economically or physically harmed.
In order to prove fraudulent concealment, the employee or prospective employee must demonstrate several things:
There are many cases where this can come up. For example, if an employment contract says that employees will not be terminated without cause before a certain date, and the employer plans to eliminate the employees who agreed to the terms shortly after that date, all the elements of fraudulent concealment are met.
Even if there is no special duty to disclose facts, the defendant may have a duty to disclose them if he or she discloses facts which need to be qualified. For example, if an employer says to an employee "I will not let you go unless you fail to perform," or "You need to be laid off for financial reasons" and knows that the company’s situation is such that the employee’s position will be eliminated soon, the employer would probably have a duty to disclose that fact.
While the employer is telling the literal truth, he or she is effectively lying by omission, which is fraudulent concealment.
If you believe that your employer has fraudulently concealed something from you, and you have been harmed or injured by this concealment, an employment attorney can help. An attorney can help you determine whether you have a good case for fraudulent concealment and will represent you in your case.
Last Modified: 03-17-2014 12:31 PM PDTLaw Library Disclaimer
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