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 Yes. In the United States the prevailing doctrine is that the employment contract is considered to be At-Will. Meaning that the employer or employee can quit or be fired for any reason or no reason at all. This doctrine goes back to the founding of our Country. Employment in the 18th century was largely a Master-Apprentice guild structure. The general time frame would be a year in an apprenticeship before they became a Master and hung their sign, as it were. So, what happens when the apprentice isn’t working out? They just aren’t made to be a cobbler or a blacksmith? There needed to be a way to get out of the employment contract. Enter the concept of At-Will. Based on Common Law from Britain at the time, it would allow either the Master or the Apprentice to take their leave of each other. It was argued incorrectly in front of judges in the State of New York by a man who was not a lawyer. But he argued well enough to enough courts that it became doctrine. No law was ever passed and that, in a nutshell, is how we ended up with At-Will employment. In the United States all states except for Montana abide by this doctrine.

It really has nothing to do with the so-called “Right-to-work “ laws which are an amendment to the National Labor Relations Act. RTW is better known as the Taft Hartley Act and was the first amendment to the NLRA. In the Act, it clarified that wild cat strikes and a host of other strikes were illegal. (This after the unprecedented strike activity of 1944 and 1945.) This Act also defined illegal union activity (these were wild days). It outlawed closed shops where you HAD TO get your employees from the union and you HAD TO join the union to work in the shop. It set up States Rights to form the so-called Right-to-work state (as opposed to a union state.) Remember, in the National Labor Relations Act, it specifically says you have a right to join or not to join a union. RTW says further that you don’t necessarily have to pay the agency fees which is a portion of the union dues (generally 50%) that reimburses the union for negotiating the wages and working conditions for the class of workers as required by the NLRA. This is a good write up on the Act on Wikipedia. Taft–Hartley Act – Wikipedia

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