At-Will Employment Doctrine: Fundamental US employment principle stating employees have the right to terminate employment at any time. Employers cannot legally force employees to continue working. This is a primary consideration that limits the enforceability of preventing resignations.

Fair Labor Standards Act (FLSA): Federal law governing wage, hour, and employment standards that must be considered when addressing employment termination and final compensation matters.

National Labor Relations Act (NLRA): Federal law protecting employees' rights to organize and negotiate employment terms, which includes the right to leave employment.

13th Amendment Considerations: Constitutional protection against involuntary servitude, which prevents employers from forcing employees to continue working against their will.

State Employment Laws: State-specific regulations governing employment relationships, notice periods, and employee rights protections that vary by jurisdiction.

Employment Contract Review: Analysis of existing employment agreements, contractual notice periods, and any valid non-compete clauses that may affect the resignation process.

Company Policy Compliance: Internal procedures for handling resignations, including notice period requirements and established exit processes that must be followed.

Retention Negotiation Parameters: Legal framework for negotiating continued employment, focusing on permissible incentives and benefits while avoiding coercive practices.