Stone (2007) stated that one of the advantages of employment-at-will doctrine is either the first

or second party or either the employer or employee can terminate the employment contract regardless
of their reason. The same can be stated as a disadvantage of employment-at-will doctrine. Ross (2020)
added that for the perspective of the employer, employment-at-will can beneficial to them in terms of
fast and easy termination process. Moreover, Manikanta et al., (2019) observed that employment-at-
will doctrine resulted for more efficient work of the employees thus having tight competition on the
quality of employees. Consequently, one of the disadvantages of employment-at-will doctrine is the
uncertainty. For the employees’ point of view, they are not certain when their employment will end
(Linblad, 2017). However, Manikanta et al., (2019) added that one of the advantages of employment-at-
will for the employees is that they can have the flexibility to look for a better job for they can leave their
jobs at their will if they realize that there is a better opportunity for employment somewhere else. At
the same time, employees under the employment-at-will status tends to be more productive to avoid
uncertainty of their employment and the fear of losing their jobs.